Justice organisationnelle et comportements contre – productifs : cas des fonctionnaires de la ville d’Ebolowa

Abstract

Current research examines the link between of organizational justice and counterproductive behaviors. In the Cameroonian context, the public administration is marked by a persistence of counterproductive behavior, as noted by Bakiti Ba Mbog Mbinyet (2010). The literature evokes several personal and organizational factors that may explain the adoption of these behaviors. To date, this literature has paid little attention to the psychological process that can promote the appearance of these behaviors. The perception of organizational justice could be a variable that can explain it. This is why the present study aims to study the link between perceived organizational justice and counterproductive behavior. By examining an individual's attitudes towards their own behavior we can carefully assess their level of acceptance of unethical work behaviors in their own actions and, as a result, the likelihood that they exhibit behaviors that contribute to a context of unproductive work. For this purpose, it is predicted that the perception of organizational justice favors counterproductive behavior. From this general hypothesis came three research hypotheses. 200 officials of the deconcentrated services voluntarily took part in the investigation. They were selected through the simple random sampling technique, and responded to scales of organizational justice (Moorman, 2001), counterproductive behaviors (Central Test, 2015) and social desirability (Crowne & Marlowe, 1960). Overall, the data collected and analyzed using the simple linear regression test reveal that: the misperception of distributive justice predicts counterproductive behaviors (r = -.24, β = -.179 et p ˂ .001); the misperception of procedural justice is related to counterproductive (r = -.17, β= -.074 et p˂.005); the misperception of interactional justice generates counterproductive behaviors (r = -.26, β= -.212 et p˂.001). Thus, our three research hypotheses are confirmed, and as a result, the general hypothesis that there is a link between perceived organizational justice and counterproductive behavior is confirmed. This study provides information on the consideration of psychological processes in explaining organizational behaviors