Moderating Effects of Personality Characteristics on the Relationship between Perceived Organizational Justice' Dimensions and Work Place Violence Intension

Subject Areas : Educational

Ali Mehdad ¹ , Somayeh Zakerin ² , Iran Mahdizadegan ³

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Received: 2017-10-17 Accepted : 2017-10-17 Published : 2013-08-23

Keywords: perceived organizational justice, personality characteristics, work place violence,

Abstract :

  The purpose of this research was to study to moderating e ffects of personality characteristics on the r elationship between perceived organizational j ustice' dimensions and w ork place violence intension . The research method was descriptive-correlational and statistical population consisted of male employees of a big automotive industry, from among which 269 employees were selected via random sampling. In this research a set of questionnaires consisting of work place violence intension (Mehdad &et al, 2011), organizational justice ( Niehoff & Moorman, 1993) and NEO-FFI (Costa & Mccrae, 1989). Data were analyzed with the use of moderated regression analysis. The results showed that extraversion moderated the relationship between perceived distributive justice and physical ( = β -0/05 ,P ), and verbal ( = β -0/09 ,P ) violence intension and neuroticism moderated the relationship between perceived distributive justice with physical( = β -0/09 ,P ) and verbal ( = β -0/14 ,P ) violence intension . But conscientiousness, agreeableness and openness to experience could not moderate the relationship between perceived organizational justice' dimensions and work place violence intension . Consequently, this study confirms that, extraversion and neuroticism moderated the relationship between perceived organizational justice and work place violence intension . Therefore, based on these results, it is recommended that organizations consider personality characteristics in selection process of employees.