Controlling Workplace Deviant Behavior through the Role of Organizational Justice and Job Satisfaction as Mediation in Islamic Colleges Purwokerto City

Aims: The aim of this study is to controlling workplace deviant behavior in employees at the Islamic Colleges, by lingking the variables of organizational justice and job satisfaction. Study Design: The use of methods using descriptive quantitative. Sample acquisition using quota sampling technique and then tested using the Smart PLS Application. Place and Duration of Study: This research was conducted on employees at Islamic Colleges totaling 216 respondents and a population of 547 administrative employees for more than 1 month, starting from October 18, 2023. Methodology: The demographic conditions of all respondents resulted in a sample of 216 respondents, including 116 men, and 100 women, with a dominant age of 20 - < 30 years, the dominant education is S1, the dominant length of work is around 1 - 3 years with the majority of employee status is permanent employees. Results: Organizational Justice has a negative and insignificant effect on Workplace Deviant Behavior (Not Accepted), with an original sample of -0.132 and a p value of (0.338 > 0.05). Job Satisfaction has a negative and insignificant effect on Workplace Deviant Behavior (Not Accepted), with an original sample of -0.125 and a p value of (0.302> 0.05). Organizational Justice has a significant positive effect on Job Satisfaction (Accepted), with an original sample of 0.449 and a p value of (0.000 <0.05). Job Satisfaction cannot mediate the relationship between Organizational Justice and Deviant Behavior in the Workplace (Not Accepted), with an original sample of -0.056 and a p value of (0.316 > 0.05) which means it is not significant. Conclusion: This finding indicates the presence of deviant behavior in the workplace. Although leaders treat employees according to moral and ethical standards so that employees are satisfied with their jobs, it may reduce workplace deviant behavior but not significantly.