Relationship between perceptions of reward system fairness and deviant workplace behavior

U ljudskoj je prirodi da svaki pojedinac zapaža (ne)pravednost u vlastitoj okolini. Ona se prožima kroz sve aspekte života, pa je tako pronalazimo i u organizacijskom okruženju. Percepcije zaposlenika o pravednosti ishoda, procedura ili interakcija unutar organizacije mogu znatno utjecati na njihove stavove i radna ponašanja, zatim na okolinu, a samim time i na uspješnost poslovanja cjelokupne organizacije. Kao odgovor na percipiranu nepravednost u organizacijskom okruženju obično se javlja neki od oblika devijantnog radnog ponašanja čiji učinci mogu biti iznimno štetni za organizaciju na svim njezinim razinama budući da se radi o ponašanju koje nije u skladu s vrijednostima i normama organizacije i koje odudara od onoga što se smatra društveno prihvatljivim. U ovom diplomskom radu ispitana je povezanost percepcija zaposlenika o pravednosti sustava nagrađivanja i devijantnog ponašanja na radnom mjestu. Analizom prikupljenih podataka iz provedenog istraživanja utvrđeno je hoće li se razina devijantnog ponašanja povećati ukoliko zaposlenici svoju plaću u određenom trenutku percipiraju kao nepravednu. Rezultati istraživanja pokazuju da ispitanici pravednost unutar organizacije u kojoj rade ocjenjuju kao osrednju te da je prisutnost devijantnih radnih ponašanja vrlo mala. Međutim, nema povezanosti između proučavanih varijabli, a ispitana korelacija nije statistički značajna.It is human nature for each individual to notice (in)justice in their own surroundings. It permeates all aspects of life, so we also find it in the organizational environment. Employees' perceptions of outcome, procedure or interaction fairness in the organization can significantly affect their attitudes and work behaviors, then the environment, and at the same time the success of the entire organization. In response to perceived unfairness in the organizational environment, it usually occurs some form of deviant workplace behavior, the effects of which can be extremely harmful to the organization at all its levels, since it is behavior that is not in accordance with the values and norms of the organization and that deviates from what is considered socially acceptable. In this thesis, the connection between employees' perceptions of reward system fairness and deviant behavior at the workplace was examined. By analyzing the collected data from the conducted research, it was determined whether the level of deviant behavior will increase if employees perceive their salary as unfair at a certain moment. The results show that respondents rate the fairness within the organization they work in as mediocre and that the presence of deviant workplace behaviors is very small. However, there is no connection between the studied variables, and the tested correlation is not statistically significant