WORKPLACE DEVIANCE is indeed an issue for any organization. Many researchers have endeavored to explore different predictors to control this problem. However, managerial coaching can be seen as a leading managerial practice to address this issue within the organizations. Using the LMX theory, a model was developed to explore the direct relationship between managerial coaching and WORKPLACE DEVIANCE and their indirect relationship through thriving at work. A survey was conducted on a sample of 300 pharmaceutical sales employees selected through simple random sampling. The structural equation modeling (SEM) technique was used to conduct data analysis and model fitness. The results reveal that managerial coaching has a significant impact on reducing supervisor-directed DEVIANCE which can be explained through the intervening role of thriving at work. According to the data, managers or supervisors who act like mentors are less likely to be targets of DEVIANCE by their subordinates, most probably because the subordinates who are guided and mentored focus more on performing well, rather than on being vengeful. This study provides an empirical and practical contribution to combating and reducing WORKPLACE DEVIANCE through coaching and thriving at work. The theoretical implications, future directions, and limitations are also discussed.

Both WORKPLACE DEVIANCE (WD) and organizational citizenship behaviors (OCBs) are noted as being discretionary behaviors that are rooted in social exchange and responses to the environment. This study aims to investigate the mediation role of justice sensitivity between communication satisfaction and discretionary WORKPLACE behaviors. The statistical population consisted of 650 employees of Guilan Technical & Vocational Training Organization, and the optimal sample was determined by Cochran's formula to be 271. Questionnaires were distributed among the employees using the stratified random sampling method and statistical data were processed using SPSS 19 and Smart PLS 2. The results revealed that communication satisfaction has a positive effect on justice sensitivity, and justice sensitivity has a negative effect on WORKPLACE DEVIANCE. As well as, communication satisfaction has a direct effect on WORKPLACE DEVIANCE. So, justice sensitivity has a partial mediator role in significant impression of communication satisfaction to WORKPLACE DEVIANCE. The findings also indicate the justice sensitivity has a positive effect on OCB. But, communication satisfaction has no a direct effect on OCB. The results of this study yield that justice sensitivity has a full mediator role between communication satisfaction and OCB.