PAY SATISFACTION, PSYCHOLOGICAL CONTRACT AND INTENT TO LEAVE AS PREDICTORS OF COUNTERPRODUCTIVE WORK BEHAVIOUR AMONG NONTEACHING STAFF OF FEDERAL UNIVERSITY OYE-EKITI

Abstract

Counterproductive work behaviour refers to behaviour of employees that harms an organization or its members; which can be influenced by some psychological factors. The study examined pay satisfaction, psychological contract and intent-to leave as predictors of counterproductive work behaviour among non-teaching staff of Federal University Oye- Ekiti. With the use of Ex-post facto research design, two hundred non-teaching staffs were accidentally sampled. Questionnaires consisting of socio-demographics, pay satisfaction, psychological contract, intent-to leave and counterproductive work behaviour scales were administered to the participants. Three hypotheses were testedwith multiple regression and t-test for independent samples. Result revealed that pay satisfaction and intent-to leave independently predicted counterproductive work behaviour. (β = -.14, t = -1.98, p< .05; and β=.16, t =2.24, p<.05) respectively. However, psychological contract did not independently predict counterproductive work behaviour (β = -.00, t=-0.03, p> .05). All the predictor variables jointly predicted counterproductive work behaviour (F(3,196; = 3.30, p< .05). Age significantly influenced counterproductive work behaviour (t= -2.23; df= 188; p<.05). Findings were discussed in relation to past studies. It was concluded that certain psychological variables as investigated in the study are relevant in reducing counterproductive work behaviour among non-teaching staff.