The Effect of Abusive Supervision on Employees’ Work Procrastination Behavior

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.

Abusive Supervision, Affective Commitment, Customer Orientation, and Proactive Customer Service Performance: Evidence From Hotel Employees in China

“…Abused employees cannot get the internal rewards they expect, resulting in a perception of breaking a psychological contract (Park and Kim, 2019), which can lead to their distrust of supervisors, psychological frustration (Zhou L., 2016;Chen and Wang, 2017), and, eventually, a negative affective state whilst at the organization (Mackey et al, 2018;Greco et al, 2019). These negative affective state would then reduce employees' emotional identity (Moin et al, 2020;He et al, 2021) and weaken their affective commitment (Xu et al, 2012;Wang and Peng, 2015). Besides, distributive justice has a positive impact on affective commitment (Aguiar-Quintana et al, 2020), and abusive supervision can lead to a decrease in employees' affective commitment by affecting distributive justice.…”

Impact of Organizational Dehumanization on Employee Knowledge Hiding

“…In this competition race, the organizations are pressuring their employees with excessive workloads and mechanical structure while ignoring the humanistic perspective, thus resulting in employee mistreatment. In the past, most of these “negative or abusive” behaviors were attributed to the leadership style of an organizational leader, such as abusive supervision, tyrant leadership, despotic leadership, and perceiving organizations as innocent spectators ( Kemper, 2016 ; Akram et al, 2019 ; Hussain et al, 2020 ; Wang et al, 2020 ; He et al, 2021 ). Previously some researchers found that an organization can be a source of abuse, hindrance, obstruction, or harm to its employees ( Gibney et al, 2009 ).…”

What Research Has Been Conducted on Procrastination? Evidence From a Systematical Bibliometric Analysis

“…With the evolvement of research aimed at distinct contexts, more details and core contents about procrastination have been elaborated. For example, procrastination in workplace may have association with professional role ambiguity, abusive supervision, workplace ostracism and task characteristics (Hen, 2018;He et al, 2021;Levin and Lipshits-Braziler, 2021). In particular, owing to the use of information and communication technology (ICTs), there currently are ample temptations to distract our attention, and those distractions can exacerbate the severity of procrastination (Du et al, 2019;Hong et al, FIGURE 7 | Brief conclusions on procrastination research.…”

“…Those antecedents can be divided into internal factors and external factors. Internal factors including character traits and cognitive maladjustments have been elucidated fully, but scant discussion has occurred about how external factors, such as task characteristics, peers' situations, and environmental conditions, influence procrastination (Harris and Sutton, 1983;He et al, 2021). On the other hand, high prevalence of procrastination necessitates the importance to identify the negative consequences including direct and indirect.…”