What motivates deviant behavior in the workplace? An examination of the mechanisms by which procedural injustice affects deviance

This research examines the motivational and social-cognitive processes underlying the procedural injustice and deviance relationship. Based on psychological need and self-determination theories, it was hypothesized that intrinsic motivation would mediate the relationship between procedural injustice and deviance. Based on the general aggression model and social-cognitive theory, it was hypothesized that this positive indirect effect would be moderated by dispositional aggression. Two studies were conducted, including multi-wave and multi-source data, to test these relationships through mediation and moderated mediation procedures. Results supported both hypotheses: intrinsic motivation mediated the procedural injustice and deviance relationship; and this positive indirect effect was moderated by dispositional aggression, such that higher levels of aggression increased the magnitude of the indirect effect. Results were consistent across multiple measures of intrinsic motivation, aggression, and deviance (self- and other-report). Theoretical and practical contributions include support for a process-based theory of deviant behavior in the workplace and organizational interventions aimed at enriching one’s job to develop greater feelings of intrinsic motivation.