Organisational Justice and Deviant Workplace Behaviour among Lecturers in the University of Benin, Benin City, Edo State, Nigeria

Abstract

This study investigates the influence of organisational justice on deviant workplace behaviour among lecturers at the University of Benin, Edo State, Nigeria. A structured questionnaire was administered to 103 academic staff members, measuring perceptions of distributive, procedural, and interactional justice alongside workplace deviance. Analytical tools for data analyses included descriptive statistics, correlation analysis, and multiple regression. The results indicate significant negative relationships between both distributive and interactional justice and deviant workplace behaviour, while procedural justice showed no statistically significant relationship with workplace deviance. These findings suggest that perceived fairness in reward distribution and interpersonal treatment are stronger deterrents of workplace deviance than procedural fairness within Nigerian public university settings. The study recommends enhancing transparent reward systems, clarifying job roles, fostering inclusive decision-making, and implementing regular justice perception audits. These measures can improve organisational climate, reduce deviant behaviours, and support better staff outcomes.