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The study investigated the relationship between organisational justice (OJ: distributive, interactive, and procedural) and work-place deviance (WPD) behaviours and the role of perceived organisational support (POS) in that relationship. Participants were bank workers from South-east Nigeria ( n  = 482; male = 54%, female = 46%; mean age = 31.72 years, SD = 6.88 years). The bank workers completed the organisational justice scale, work-place deviance scale, and perceived organisational support scale. Following hierarchical multiple regression analysis, the results showed that high distributive justice was associated with minor work-place deviance among bank workers. Perceived organisational support was associated with high work-place deviance (major) positively and (minor) negatively. Also, perceived organisational support moderated the relationship between interactive justice and major work-place deviance. These findings suggest more sensitisation among bank management on the need for equity in the distribution of organisational resources to enhance the reduction in deviant behaviours among bank workers.

Organisational justice and workplace deviance behaviour among bank workers in Nigeria: the role of perceived organisational support as a moderator