Adalet algılamalarının işyerindeki sapkın davranışlara etkileri

After psychology, sociology and law, management science also started to deal with deviant behaviors. Discussion of deviant behaviors in organizations intensified with the understanding of implicit and explicit, material and immaterial costs of these kinds of actions. In the literature, different names and definitions are used in order to describe the deviant behaviors. In this study the main descriptions are given. Factors causing the deviant behavior need attention. The gain acquired from the prevention or reduction of deviant behavior cannot be undervalued for the organizations. It seems that to succeed in this effort, understanding and elimination of the factors causing the deviant behaviors are needed. Employees? perceptions of injustices regarding with their work is one of the important factors causing deviant behaviors. These perceptions of injustices are the subject of ?organizational justice? within the motivation theory. Effects of organizational justice perceptions on the occurrence of deviant behaviors are the main subject of this study. In order to analyze the effects of perceived injustice to workplace deviance the regression technique is used. As the results of the analysis the significant negative relationship between distributive justice and production deviance and also positive relationship between interactional justice and property deviance are found. These results are evaluated in the discussion part of the study.