Abstract
Work procrastination is a retreat behavior associated with negative cognitive experience and it results in great losses to individual as well as organizational development. Understanding the antecedents of employees’ work procrastination behavior contributes to lower frequency of its occurrence. This research builds a dual-moderated mediation model from the perspective of cognitive appraisal theory and explored work procrastination behavior of employees subjected to abusive supervision. With 378 valid returned questionnaires, data collected from 32 companies in Beijing, Shanghai, Tianjin, and Chongqing supports our hypotheses. This result has enriched the understanding of work procrastination behavior and provided practical implications to avoide its negative effects.
Highlights
Procrastination is often dubbed the disease of era, with a prevalence rate in general population of about 20–25% (Ferrari et al, 2007)
Based on cognitive appraisal theory, this research explained the occurrence of work procrastination behavior as a consequence of abusive supervision, and further expanded the antecedents of work procrastination behavior from the perspective of employees’ passive choice
Previous researches have confirmed that employees will experience persistent negative feelings when they are subjected to abusive supervision
Summary
Procrastination is often dubbed the disease of era, with a prevalence rate in general population of about 20–25% (Ferrari et al, 2007). Previous research claimed that individuals’ irrational expectations and perceptions of target motivation (Ainslie, 1975), workload (Folkman, 1984), or task nature (O’Donoghue and Rabin, 1999) are accompanied by negative emotional experience, and trigger work procrastination behavior. Those researches regarded work procrastination behavior as an active choice after employees’ evaluation of target task and decision to delay task completion in order to allocate more attention for other things. There could be passive choices under workplace pressures, especially among the employees in Chinese organizations
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