Digitalization of work-life and businesses decreased the traditional need for employee force mainly because of the growing number of applications of robotics and artificial intelligence. However, planning the work to be carried out, processing, controlling, and assessing them through critical decision-making processes are also sometimes employees’ role. Hence, employee continue important working at various stages, including production, serving, evaluating information, and developing new technologies. The aim of this research is investigate among administrative staff’s job stress, organizational justice, and cyberloafing behaviors at a state university. The descriptive method was used in research. A total number of 205 administrative staff members [105 females (51.2%) and 100 males (48.8%)] voluntarily participated in the study. Data used in the study were collected through a survey method. Results revealed that It was found that the distributive and procedural justice sub-dimensions of organizational justice predicted minor cyberloafing and job stress at a statistically significant level. It was found that the perception of informational justice and the perception of interpersonal justice only predicted job stress. Furthermore, the gender variable had no statistically significant difference on administrative staff’s job stress, organizational justice scores. Also job stress was not found a mediating variable between organizational justice and cyberloafing. In the light of the results obtained, the fair attitudes and behaviors of the managers of the organization towards their subordinates and the changes in the work (such as job rotation, job enrichment, job enlargement) in the working order (home office, flexible working or compressed work week) can reduce the job stress in the employees and it can be predicted that it will encourage them to engage in less deviant behaviors such as cyberloafing.
Cyberloafing, job stress, organizational justice, job monotony.