The Mediating Role of Organisational Justice on the Human Resource Practices-Workplace Deviance Linkage in Nigerian Public Universities

An empirical gap existed for the examination of the mechanism through which Human Resource Practices (HRPs) impact Workplace Deviant Behaviour (WDB). This study examined the mediating role of Organisational Justice (OJ) in the HRPs-WDB relationship in the Southwest public universities in Nigeria. This study used a quantitative approach to achieve its objectives. A survey was conducted among 572 employees of selected public Universities in South-West Nigeria. The study used Partial Least Square Structural Equation Modelling (Version 4). The study has four key findings. Firstly, the perception of HRPs is negatively related to WDB. Secondly, perceived HRPs are positively related to organisational justice. Thirdly, organisational justice is positively related to WDB. Moreover, organisational justice partially mediates the relationship between the perception of HRPs and WDB. The study concludes that HRPs and OJ, in aggregate, have an expected reducing effect on WDB. This suggests that all dimensions of these constructs must be treated as all or nothing when it comes to addressing the WDB menace in the selected Nigerian public universities. A holistic evaluation of the HRPs and justice dimensions is recommended to address the WDB at the public Universities.