The Mediating Role of Counterproductive Work Behaviour in Exploring the Association between University Staff Work-related Expectancies, Procedural Fairness, Employee Voice and Job Satisfaction

This study examined the mediating role of counterproductive work behaviour in the association between University’s staff work-related expectancies, procedural fairness, employee voice and job satisfaction. The study built on Social Attribution Theory and the Expectancy Theory to explain causal inferences when individuals’ motivations for success and failure occur. The study consisted of a simple random survey among employees in a private university in North-Western Tanzania in 2014/15. The sample was made up of 187 respondents which was a 33% response rate. The study among other things established total effect and direct effect of employee voice and work-related expectancies on job satisfaction independent of mechanisms represented by counterproductive work behaviour. The results for the test of indirect effects of procedural fairness, employee voice and work-related expectancies on job satisfaction via counterproductive work behaviour showed no significant indirect effects. The study also showed a significant positive correlation between work-related expectancies and job satisfaction (r = .25, p < .01), with the implication that higher work-related expectancies (specifically pay raise and promotion) are positively related to job satisfaction. Overall, multiple regression analysis results show the study model accounted for about 47 per cent of the variance (Model R) in employee job satisfaction [F(8,156) = 5.822, p < .001). Theoretical and practical implications for these findings are discussed.