The attenuating effects of organisational justice on job insecurity and counterproductive work behaviours relationship

This study was carried out to examine the attenuating effects of organisational justice on job insecurity-counterproductive work behaviours (CWB) relationship at the banking sector in Nigeria, where the rate of job insecurity has received little attention as regards to employee's CWB. The descriptive survey research design was used. The study population, comprised the employees of the banking sector in Nigeria, while the sample size for the study was 380 respondents. Three hypotheses were tested. The results of the study showed that the perceived job insecurity has a positive significant relationship with CWB, sabotage, withdrawal and abuse behaviours. The perceived organisational justice also has a positive significant relationship with CWB, withdrawal and production deviance. The results further revealed that distributive justice has a positive significant relationship with CWB, withdrawal and abuse behaviours. Also, procedural justice has a positive significant relationship with CWB and withdrawal behaviours. On the other hand, interactional justice has a negative significant relationship with sabotage and a positive significant relationship with withdrawal behaviours. Moreover, the results further indicated that there are negative significant interaction effects between the perceived job insecurity and organisational justice to explain the variance in CWB, significant interaction effect between procedural justice and job insecurity to explain the variance in withdrawal, a significant interaction effect between interactional justice and job insecurity to explain the variance in employees‘ sabotage behaviours. The findings of the study suggested the significance of the fairness-enhancing policies for human resources managers, as well as, creating a positive work environment, before and after any organisational change.