Moderating role of positive and negative affect in relation to organizational injustice and employee's destructive behaviors

This research was conducted with the aim of determining the moderating role of positive and negative affect in relation to organizational injustice and destructivebehaviors. A correlational design was used and employees of two production companies in the City of Shahrekord in Western Iran were chosen as the populationfor this study. The study was carried out during summer of 2010. Of these, 148 employees were selected using simple random sampling and three questionnaires of injustice, positive and negative affect questionnaire, and destructive behavior questionnaire were administered. Data was analyzed using hierarchical regression analysis. It was shown that, negative affect had moderated the relation between interactional injustice with leaving the organization. That is, when negative affect was low, there was a positive and significant relation between perceivedinteractional injustice and decision to leave the organization. But in the domains of neglect and verbal aggression, positive and negative affect moderated the relationship between distributive injustice with this aspect of destructive behaviors. That is, in low positive and negative affect, there is a positive significant relation between perceived distributive injustice, neglect and verbal aggression. In order to prevent employee's tendency towards destructive behaviors and to reduce leaving the organization, it is essential that distributive andinteractional injustice levels decrease through rational strategies.