Purpose

The purpose of the present study was twofold: (1) to examine the direct effect of the dimensions of opportunity (i.e. ethical climate and institutional policy) and dimensions of job pressure (i.e. workload and work pressure) on workplace deviance (i.e. organisational and interpersonal deviance) and (2) to assess the mediation of neutralisation in the relationship between the dimensions of opportunity, job pressure and workplace deviance.

Design/methodology/approach

The present study drew from the fraud triangle theory (FTT; Cressey, 1950) and the theory of neutralisation (Sykes and Matza, 1957) to achieve the research objectives. Survey data from 356 full-time faculty members in Nigerian public universities were collected. Partial least square-structural equation modelling (PLS-SEM) was employed to analyse the data.

Findings

The results indicated that opportunity and job pressure significantly affected workplace deviance. As expected, neutralisation was found to mediate the negative relationship between ethical climate and interpersonal deviance and the positive relationship between workload, work pressure and interpersonal deviance. Contrary to expectation, neutralisation did not mediate the relationship between opportunity, pressure and organisational deviance.

Research limitations/implications

The sample was drawn from academics in public universities and the cross-sectional nature of this study means that the findings have limited generalisations.

Practical implications

This study offers insights into the management of Nigerian public universities on the need to curb workplace deviance amongst faculty members. This study recommends that the management improve the work environment by enhancing the ethical climate and institutional policies and reviewing the existing workload that may constitute pressure to the faculty members.

Originality/value

The present study provides empirical support for the fraud triangle theory and theory of neutralisation to explain workplace deviance.

中文翻译：

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机会、工作压力和不正常的工作场所行为：中和是否会调节这种关系？尼日利亚公立大学教师研究

目的

本研究的目的有两个：（1）检查机会维度（即道德气候和制度政策）和工作压力维度（即工作量和工作压力）对工作场所偏差（即组织和人际关系）的直接影响偏差）和（2）评估中和在机会、工作压力和工作场所偏差维度之间的关系中的中介作用。

设计/方法/方法

本研究借鉴了欺诈三角理论（FTT；Cressey，1950）和中和理论（Sykes and Matza，1957）来实现研究目标。收集了尼日利亚公立大学 356 名全职教师的调查数据。采用偏最小二乘结构方程模型（PLS-SEM）来分析数据。

发现

结果表明，机会和工作压力显着影响工作场所的偏差。正如预期的那样，中和被发现在道德氛围和人际偏差之间的负相关以及工作量、工作压力和人际偏差之间的正相关中起中介作用。与预期相反，中和并未调节机会、压力和组织偏差之间的关系。

研究限制/影响

样本来自公立大学的学者，本研究的横截面性质意味着研究结果的概括性有限。

实际影响

这项研究提供了对尼日利亚公立大学管理的见解，即遏制教职员工工作场所偏差的必要性。本研究建议管理层通过改善道德氛围和制度政策并审查可能对教职员工构成压力的现有工作量来改善工作环境。

原创性/价值

本研究为欺诈三角理论和中和理论解释工作场所偏差提供了实证支持。