Organizational Justice on Employee Procrastination: a Moderated-Mediation Model of Job Satisfaction and Psychological Contract Breach

Abstract

Purpose: This research aimed to explain: (1) the role of job satisfaction as a mediator of the effect of organizational justice on job procrastination behavior, and (2) psychological contract breach as a moderator of the effect of organizational justice on job satisfaction and procrastination behavior.. . Theoretical framework:. Procrastination is the behavior of delaying starting work or tasks, or delaying completing a task that does not need to be postponed (Ferrari, 2023). Some people intentionally procrastinate for various subjective reasons, such as laziness or boredom. Delaying work due to this intentional element is often called procrastination (Ferrari, 2023). Most research on factors that influence procrastination behavior focuses more on individual factors; therefore, few include social relationship factors such as organizational justice and psychological contract breach.. Perceived organizational justice is one of the organizational factors that can be investigated from sociology and organizational behavior. Design/methodology/approach: This research was conducted through a survey of 195 education staff civil servants at three state universities in Indonesia. The data analysis used AMOS 17.0 Findings: The results found that organizational justice did not directly affect procrastination behavior but through the mediation of job satisfaction. The psychological contract breach was proven not to moderate the effect of organizational justice on job satisfaction. This research was conducted on education staff with civil servant status in state universities Research, Practical & Social implications: This research implication that an informal-unwritten work contract arrangement through a psychological contract will be effective according to the characteristics of the job and the organization. This study compares the effect of organizational justice on job satisfaction and procrastination behavior in the context of formal and informal contract arrangements. Originality/value: This study was motivated by two research gaps. First, a study on the effect of organizational justice on previous procrastination behavior showed a low R-square of 0.292 (Karimi & Andam, 2016). The resulting very low R-square number indicated that the effect was weak, thus it is necessary to have other variables that mediate or moderate to improve the results. Based on behavioral theory, there is a need for research that examines the role of job satisfaction in mediating the effect of organizational justice on procrastination behavior.