Exploring the Effect of Perceived Human Resource Practices on Workplace Deviance Among Employees of Nigerian Universities
Keywords:
fairness; organizational justice; destructive behaviour; state-owned university; welfareAbstract
This study explores staff’s perception of the fairness of human resources practices (HRPs), explores employees’ justification for involvement in workplace deviance (WDB), and collect employees’ suggestion on effective strategies to curb workplace deviance in public universities in Nigeria. Qualitative survey data using open-ended questionnaire collected from 572 academic and non-academic staff. It can be inferred from the content analysis of the qualitative data that HRPs-related factors including employee wellbeing, reward, staffing and supportive work environment; and monitoring can reduce WDBs. Secondly, issues closely linked to organisational justice, namely fair treatment and enforcement of labour laws are negatively related to WDBs. It was recommended that the state and university management must consider the creation of an HR framework that prioritises fairness, meets staff welfare needs, moves from local stereotypes and embraces international standard and best practices, ensures supportive work environment, and guarantees recruitment of competent personnel. In addition, there is a need to reinforce and implement labour law, incentivise diligent staff, and conduct routine monitoring.
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