The aim of the present research was to examine the role of the big five personality factors (neuroticism, extroversion, openness to experience, agreeableness and conscientiousness) in the relationship between perceived organizational justice with counter productive behaviors in a sample of industries employees. Three hundred and six employees of these industries were included in this research. All participants were asked to complete the short form of Big Five Personality Inventory (NEO), Organizational Justice Inventory (OJI) and Counterproductive Work Behaviors Questionnaire (CWB).The results revealed that there were significant relationships between neuroticism with procedural justice, co-worker based interactional justice and counterproductive behaviors toward organization and co-workers, between extroversion with co-worker based interactional justice and counter productive behaviors toward organization and co-workers, between openness to experience with counter productive behaviors toward organization and co-workers between agreeableness with procedural justice, co-worker based interactional justice and counterproductive behaviors toward organization and co-workers, and between conscientiousness with co-worker based interactional justice and counter productive behaviors toward organization and co-workers. Also results revealed that when conscientiousness and extroversion were high, the increase of co-worker based interactional justice resulted in decrease of counter productive behaviors toward co-workers and organization. When openness to experience was low, increase of co-worker based interactional justice resulted in counter productive behaviors toward co-worker.

Keywords: procedural justice, co-worker based interactional justice, personality, counter productive behaviors toward organization, counter productive behaviors toward co-worker

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