ORGANIZATIONAL JUSTICE DIMENSIONS AND PAY SATISFACTION AS PREDICTORS OF SABOTAGE BEHAVIOR AMONG NIGERIAN BANK EMPLOYEES
This study explored organizational justice dimensions and pay-satisfaction as predictors of sabotage behaviour among Nigerian bank employees in Awka, Anambra State, Nigeria. The participants of the study were three hundred and forty-seven (347) bank employees comprising sixty-three (163) males and a hundred and eighty four (184) females whose ages ranged from 23 to 52 years with an average age of 29.40 years and standard deviation of 3.05. Three instruments namely: Perceived Organizational Justice Questionnaire developed by Neihoff and Moorman, (1993); Pay Satisfaction Questionnaire developed by White and Ruh, (1973) and Sabotage Behaviour Inventory developed by Skarlicki and Folger, (1997) were used for data collection. The design adopted for this study predictive design while the appropriate statistics used in analyzing the data was multiple regression analysis. The result from the multiple regression analysis confirmed that only distributive justice and pay satisfaction significantly and negatively predicted employee sabotage behaviour at β = - 2.94*, p < .05 and β = - 2.53*, p < .05 (N=347) respectively. The finding implies that perceptions of injustice and low pay satisfaction in an organization may precipitate retaliatory behaviours in form of employee sabotage.