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How community embeddedness of public sector employees is formed by organisational justice and leads to counterproductive work behaviour

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Abstract

This paper provides an empirical evidence based on conservation of resources theory that how organisational justice (OJ) forms the public employee’s embeddedness in community and how community embeddedness (CE) leads to counterproductive work behaviour (CWB). Evidence is based on 279 responses gathered from public sector employees in Malaysia. Structural equation modeling techniques was used to test the hypothesis. This study revealed that OJ is positively related to CE and its dimensions. Interestingly, CE is not found to prevent CWB; instead, it leads to CWB. Only fit dimension of CE is negatively related to CWB.

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Authors and Affiliations

  1. Department of Management Sciences, University of Jhang, Jhang, Pakistan

    Sultan Adal Mehmood

  2. Putra Business School, Seri Kembangan, 43400, Selangor, Malaysia

    Devika Nadarajah & Muhammad Saood Akhtar

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  1. Sultan Adal Mehmood
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Appendix 1

Appendix 1

Community Embeddedness

CF1

I really love the place where I live

CF2

The place where I live is a good match for me

CF3

The area where I live offers the leisure activities that I like (sports, outdoor activities, cultural events & arts)

CS1

Leaving the community where I live would be very hard

CS2

If I were to leave the community, I would miss my non- work friends

CS3

If I were to leave the area where I live, I would miss my neighbourhood

CL1

My family roots are in this community

CL2

I am active in one or more community organizations (e.g., churches, sports teams, schools, etc.)

CL3

I participate in cultural and recreational activities in my local area

Organizational Justice

DJ1

I am rewarded fairly, considering the responsibility assigned to me

DJ2

I am rewarded fairly, according to the amount of experience I had

DJ3

I am rewarded fairly, taking into account my education and training

DJ4

I am rewarded fairly for the amount of effort I put forth

DJ5

I am rewarded fairly for the work I have done well

DJ6

I am rewarded fairly for the stresses and strains of my job

PJ1

My organisation’s procedures provide for collecting accurate information for making decisions

PJ2

My organisation’s procedures provide opportunities to appeal or challenge decisions

PJ3

My organisation’s procedures generate standards so that decisions can be made with consistency

PJ4

My organisation’s procedures are constructed in a manner to hear concerns of all affected by a decision

PJ5

My organisation’s procedures provide for useful feedback regarding a decision and its implementation

PJ6

My organisation’s procedures allow for requests for clarification or additional information about the decision

IJ1

My immediate supervisor considers my viewpoint

IJ2

My immediate supervisor suppresses personal biases

IJ3

My immediate supervisor provides me with timely feedback on my performance about decision and implications

IJ4

My immediate supervisor treats me with kindness and consideration

IJ5

My immediate supervisor shows concerns for my rights as an employee

IJ6

My immediate supervisor takes steps to deal with me in a truthful manner

Counterproductive Work Behaviour

ID1

Made fun of someone at work

ID2

Said something hurtful to someone at work

ID3

Made an ethnic, religious, or racial remark at work

ID4

Cursed at someone at work

ID5

Played a mean prank on someone at work

ID6

Acted rudely toward someone at work

ID7

Publicly embarrassed someone at work

OD1

Taken property from work without permission

OD2

Spent too much time fantasizing or daydreaming instead of working

OD3

Falsified a receipt to get reimbursed for more money than you spent on official expenses

OD4

Taken an additional or longer break than is acceptable at your workplace

OD5

Come in late to work without permission

OD6

Littered your work environment

OD7

Neglected to follow your boss's instructions

OD8

Intentionally worked slower than you could have worked

OD9

Discussed confidential company information with an unauthorized person

OD10

Used an illegal drug or consumed alcohol on the job

OD11

Put little effort into your work

OD12

Dragged out work in order to get overtime

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Mehmood, S.A., Nadarajah, D. & Akhtar, M.S. How community embeddedness of public sector employees is formed by organisational justice and leads to counterproductive work behaviour. Public Organiz Rev 22, 783–802 (2022). https://doi.org/10.1007/s11115-021-00539-z

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