Perception on human resource practices and workplace deviance: a case of public Universities in South-West Nigeria.

Abstract

This study examined perception on human resource practices (HRPs) and workplace deviance (WDB) in Nigerian public universities. Studies have revealed that the Nigerian university system is characterised by acts that are ethically and socially wrong. The objective of the study was to evaluate the effects of HRPs and other antecedents of workplace deviance. Primary data were generated from 572 employees of three public universities in the South- Western part of Nigeria, purposely selected for the research, using a structured and open-ended questionnaire. The study employed multiple regression analysis to determine the individual impact of the antecedents (HRPs, organisational justice and personality traits) on WDB. The SMART-PLS SEM was used to determine the aggregate impact of the antecedents of WDB, as well as the mediating and moderating effects. First, the study found that the impact of dimensions of HRPs differ with organisational and interpersonal WDB; however, HRPs jointly reduce WDB. Secondly, the study found that the effect of organisational justice (OJ) on WDB depends on their types; however, the four dimensions of OJ jointly reduce WDB. Thirdly, it was found that honesty-humility, agreeableness and emotionality dimensions (H-HAE) of HEXACO personality domain reduce WDB at individual and aggregate levels. Fourthly, the impact of dimensions of HRPs changes with the forms of OJ, however, HRPs dimensions jointly reduce WDB. Fifthly, the finding shows that OJ is a partial mediator of the HRPs-WDB relationship. Lastly, H-HAE traits do not moderate the relationship between OJ and WDB. Based on the study findings, government and relevant stakeholders must adopt an all-ornothing approach to tackling perception of HRPs and OJ rather than focusing on one of their dimensions if the rising incidences of WDB must be curtailed. The study also recommends that HR departments and government must ensure that individuals who score highest in H-HAE are favoured in the recruitment process.