INTRODUCTION

The term Workplace deviance which means that the voluntary behaviours that violate
significant company’s rules, regulations and threaten the well-being of the firm or its
employees (Robinson and Bennett, 1995).There are several factors which influence how and
when a person involved to do socially disapproved activities, personal ethical ideology has
some effect on such decisions (Forsyth, 1992). From many meta-analytic studies says that
personality of a person can predict out comes of the job (e.g., Barrick & Mount, 1991; Tett,
Jackson, & Rothstein, 1991). The meta-analytic studies showed that there is a relationship
between the workplace deviance and personality (Berry, Ones, & Sackett, 2007; Salgado,
2002). The studies relate to meta- analyses shows that there is trust on the big five factors of
personality (see Digman, 1990).
The study of a typology of deviant workplace find that workplace deviant are two
dimensions, interpersonal versus and minor versus serious and which fall into four categories
which are property deviance, production deviance, personal aggression and political deviance
( Robinson and Bennett 1995 ) The workplace deviance has an interaction between
personality and organizational justices. Two factors that emerged to pr edict workplace
deviance which are situation based or characteristics of work environment and person-based.
( Henle 2005)----
classification of behaviour
The workplace behaviour of employees is mainly classified into two dimension (Bennett and
Robinson1995). first is the minor and serious then it is again divided into Organisational and
interpers0nal. On the basics of these two classifications the workplace deviance is again
classified into four sub category. Which is property deviance, production deviance, personal
aggression and political deviance.
The interpersonal workplace behaviours in serious and minor are personal aggression and
political deviance. Political deviance means that saying gossip about the co-workers and
blaming workers without any reason. It also includes showing favouritism to the employees.
The personal aggression which means that the stealing thing from the co-workers, verbal
abuse and sexual harassment. In the case of origination level which is classified as property
deviance which means stealing things from the company, sabotaging equipment’s from the
company and saying lye about hours worked. It also includes production deviance in the
company like leaving early from the company, working slow in the company, wasting
resources of the company and taking break continuously.
Predicting Workplace Deviance from the Interaction between Organizational Justice
and Personality
The organizational justice which refers to make fair working condition for the employees in
the company by following the rules and regulation and treating the employees equally
without making any discrimination. The organizational justice can be classified into three
different form which are procedural, interactional and distributive. The procedural justice
defines as the equality of the action used to make decision in the presence of some
characteristics like appeal process and consistency. (Leventhal, 1980. By interactional justice
which refers to the behaviour and treatment of the employees when leader and managers
make their decision (Bies and Moag, 1986). The term distributive justice which refers to the
distribution of the rewards and cost to the employees receive (Adams, 1965)
There are two personality traits which is planned to make relationship between workplace
deviance and organizational justice. Which are socialization and impulsivity. The main
reason behind choosing these traits is that which are frequently take in in the integrity test
which are used by the firms to screen applicants. (e.g., Hogan Personality Inventory, Hogan
and Hogan, 1989). The term socialization which means that relationship between employee
deviance and justices (Gough, 1987). The employees who where low in socialization only
have low morality and integrity because of that there is a chance of violate the rules and
regulations (Gough and Peterson, 1952).
IMPORTANCE OF ETHICAL IDEOLOGY IN WORKPLACE DEVIANCE
Ethical ideology plays a major occurrence of workplace deviance. Forsyth's (1980) Ethics
Position Questionnaire (EPQ) measures ethical ideology in two dimensions that is idealism
and relativism. In that idealism is negatively correlated and relativism is positively related.
Ethical Position Questionnaire (EPQ) is developed by Forsyth (1980) to measure ethical
ideology, it also explains individual differences in ethical decision making. Forsyth in 1992
has also recognised that the personal ethical ideology has considerable impact on the socially
disapproved behaviour too.
Hogan(1973) believes that ethical ideology can also be categorised as ethics of responsibility
or ethics of personal conscience.
In 2005 Henle also studied the relationship between ethical ideology and workplace deviance.
They also found something which match the study of Forsyth (1980, 1992). Ethical ideology
is a person’s moral philosophy which is measured in two dimensions that is idealism and
relativism (Forsyth 1980, 1992).Idealism which refers to persons believes that the right
decision can be made in an ethically questionable situation, at the same time relativism
which says that rejection against the normal and social values.
There are so many ethical ideology models which has been offered by different people. But
still the research by Forsyth and colleagues argue that their research is the best and the two
general dimensions are idealism and relativism

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Hastings, S. E., & O’Neill, T. (2009). Personality and Individual Differences. Journal of
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Henle, C. (2005). Predicting Workplace Deviance from the Interaction between
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Henle, C. A., Giacalone, R. A., Jurkiewicz, C. L., & (2005). (2005). The Role of Ethical
Ideology in Workplace Deviance. Journal of Business Ethics, 219-230.
Robinson, S., & Bennett, R. (1995). A TYPOLOGY OF DEVIANT WORKPLACE
BEHAVIORS: A MULTIDIMENSIONAL SCALING STUDY. Academy of Management
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RNAL Robinson, S., & Bennett, R. (1995