The Effects of Organizational Justice on Counterproductive Work Behavior among Social Workers: Mediating Effects of Affective Organizational Commitment and Moderated Mediation Effects of Self-Efficacy

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This research examines how perceived organizational justice affects counterproductive work behavior in social workers, focusing on the roles of affective organizational commitment and self-efficacy.
478 social workers from various types of social welfare organizations in Gyeonggi Province were surveyed using purposive sampling.
Confirmatory factor analysis and path analysis were conducted using AMOS 26.0.
Bootstrapping (5,000 times, 95% bias-corrected confidence interval) was employed to test the mediating and moderated mediation effects.
Distributive justice and procedural justice significantly positively impacted affective organizational commitment, with procedural justice having a stronger effect.
Affective organizational commitment negatively influenced counterproductive work behavior and partially mediated the relationship between the two justice dimensions and counterproductive work behavior.
Self-efficacy moderated the relationship between affective organizational commitment and counterproductive work behavior, showing a stronger suppressive effect in high self-efficacy groups.

Explores the link between organizational justice and workplace behavior in social workers, indicating the role of commitment and self-efficacy.

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Park et al. (2026) studied this question.

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