Dynamics Of Counterproductive Work Behavior And Organizational Citizenship Behavior With Moral Identity And Organizational Justice Mediation

Abstract

The complexity of work environments in the healthcare sector often triggers challenges related to employee behavior, including the rise of counterproductive work behavior that may undermine service quality. This study aims to examine the effect of counterproductive work behavior on organizational citizenship behavior, with moral identity and organizational justice serving as mediating variables among hospital employees in Purwokerto. This research adopts a quantitative design by replicating the conceptual model of Nguyen-Viet & Vo Tri Chau (2025). The population consists of 542 employees across three hospitals, with a sample of 240 respondents selected through purposive sampling. Data were collected using a five-point Likert questionnaire and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). The findings reveal that counterproductive work behavior has a negative and significant effect on organizational citizenship behavior, moral identity, and organizational justice. Furthermore, moral identity and organizational justice positively influence organizational citizenship behavior and significantly mediate the relationship between counterproductive work behavior and organizational citizenship behavior. These results highlight the crucial role of strengthening employees’ moral identity and perceptions of organizational justice in reducing the adverse impacts of counterproductive work behavior while enhancing organizational citizenship behavior. This study contributes to the development of Social Exchange Theory and offers strategic recommendations for hospital management to foster more ethical and equitable workplaces.