Date of Award
2008
Publication Type
Master Thesis
Degree Name
M.A.
Department
Psychology
Keywords
Psychology, Social.
Supervisor
Jackson, Dennis (Psychology)
Rights
info:eu-repo/semantics/openAccess
Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-No Derivative Works 4.0 International License.
Abstract
Past research has strongly linked moral development to a number of anti-social acts (Seijts & Latham, 2003) with the exception of workplace deviance (WD). This study explored a person-by-situation interactionist model that incorporated moral-cognitive development as a moderating determinant between organizational justice (OJ) and WD. One hundred undergraduate students read one of two hypothetical vignettes that depicted a student worker who experienced either an act of organizational injustice or justice. Participants also completed measures of moral reasoning (DIT2), OJ, intentional WD and a social desirability scale. Multiple Regression Analysis showed that participants who exhibited higher levels of the Maintaining Norms schema had lower WD intentions when the work situation was just, and those with higher levels of Postconventional thinking may be associated with lower perceptions of OJ in the unjust scenario. However, this did not necessarily translate to overt retaliatory behaviour towards the employer.
Recommended Citation
Nguyen, Diana, "Moral reasoning as a moderator to organizational justice and workplace deviance" (2008). Electronic Theses and Dissertations. 2778.
https://scholar.uwindsor.ca/etd/2778