Workplace Deviant Behaviour in Nigeria’s Public Sector: A Systematic Review

Workplace deviance is a significant issue in Nigeria, affecting both public and private sectors and undermining productivity, governance, and economic stability. Deviant behaviours such as bribery, fraud, absenteeism, favouritism, and corruption are widespread, resulting in inefficiency, low morale, and a lack of trust in institutions. Studies suggest that 35% to 75% of Nigerian workers engage in such practices, driven by weak institutional frameworks, poor accountability, and low employee motivation, with political patronage and cultural tolerance of corruption further exacerbating the problem. Theories like Adams' Equity Theory, Frustration-Aggression Theory, and Hirschi's Control Theory provide insight into how perceptions of injustice, frustration, and weak social bonds lead to deviance. Additionally, Social Learning Theory and Institutional Anomie Theory highlight the role of organizational culture and societal norms in shaping behaviour, as individuals often replicate the deviant acts they observe. To address workplace deviance, organizations must implement reforms, including strengthening anti-corruption enforcement, improving transparency, ensuring fair wages, and enhancing employee engagement. Promoting ethical leadership, establishing clear ethical guidelines, and using technology for monitoring and detecting misconduct are also critical. Public awareness and whistleblower protections are essential to reinforce ethical standards. In conclusion, reducing workplace deviance in Nigeria requires multi-dimensional efforts to promote accountability and a culture of integrity within organizations, ultimately improving productivity and governance.