Publication

Abstract : Purpose Supervisory mistrust negatively impacts the workplace in various ways. This study, from the social exchange perspective, aims to look at how an ethical work climate influences deviant behavior when supervisory mistrust exists in the organization. Design/methodology/approach The data were collected from information technology and banking companies in India using validated measures. The analysis was conducted, and hypotheses were tested using Smart PLS 4. Findings The findings suggest that an ethical workplace climate reduces supervisory mistrust (β=−0.447, p<0.001) and workplace deviance (β=−0.310, p<0.001), with mistrust acting as a key mediator (β=−0.252, p<0.001). When supervisory mistrust is present, the direct effect of ethical climate on workplace deviance is not significant (β=−0.058, p=0.555). The results highlight the importance of reducing supervisory mistrust to strengthen the positive impact of ethical climate on workplace behavior. Practical implications Organizations should aim to reduce employee mistrust in supervisors by encouraging ethical leadership and fair treatment. Supervisors need to lead with integrity and transparency to prevent inappropriate behavior. HR departments should adopt improved performance appraisal methods to reduce bias and maintain systems such as ethical audits, grievance cells and complaint committees to address concerns. Training in ethical supervision can help leaders develop the skills needed to create a respectful and positive workplace. Originality/value By focusing on the Indian context, the study offers new insights into the dynamic interaction between ethical climate, supervisory mistrust and employee deviant behavior.