Organizational Justice and Employees Personality Traits as Determinants of Counterproductive Work Behavior among Employees of Ethiopian Sugar Corporation

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Counterproductive work behavior is a common phenomenon in every organization. The objective of the current study was to examine the relationship between the Big Five personality traits, dimensions of organizational justice (perceived distributive, procedural, and interactional justice), and five dimensions of counterproductive work behavior (sabotage, withdrawal, production deviance, theft, and abuse). 115 participants from the Ethiopian Sugar Corporation Addis Ababa Head Office took part in the study. The participants were selected using simple random sampling technique. Data were collected using the Spector et al. (2006) counterproductive measure, Niehoff and Moorman (1993) organizational justice measure, and Oliver P. John and Sanjay Srivastava (1999) big five personality traits measures. The Pearson product moment correlation coefficient and stepwise regression were employed as methods of data analysis. A weak relationship was found between the big five personality traits, organizational justice, and CWB. Conscientiousness and distributive justice strongly predicted the overall CWB. but, the prediction of distributive justice was not statistically significant.