A Study On The Relationship Between Perceived Organizational Support,Psychological Capital,and Employees’Workplace Procrastination

With the acceleration of the pace of social development and the rapid development of information technology,there are more and more procrastination phenomena,and procrastination is ubiquitous in our daily life,study and work.Along with this growth trend,procrastination behavior has also begun to attract the attention of the academic community.At present,most studies on procrastination behavior focus on student groups,and pay more attention to procrastination in academic contexts,while there are not many studies that focus on procrastination in employees.However,as a negative behavior,workplace procrastination has serious negative effects on employees and organizations.Therefore,this study attempts to explore the procrastination behavior of employees in the workplace.Workplace procrastination refers to the tendency of employees to proactively,irrationally and non-adaptively do not match the organizational goals of the expected target task or decision-making behavior in the work situation,and often has negative emotional experience.By reviewing the previous literature on the influencing factors of procrastination,this research clarifies that procrastination is affected by individual factors and organizational factors.Based on this,this research selects two variables: perceived organizational support and psychological capital to explore employees’ workplace procrastination behavior.This study will take enterprise employees as the research object,using the method of questionnaire survey,using SPSS22.0 and AMOS24.0 software to test the reliability and validity of the scale,correlation analysis and regression analysis.The conclusions of this study are as follows: there is a pairwise correlation between the perceived organizational support,psychological capital and workplace procrastination,the perceived organizational support and psychological capital significantly negatively predict employees’ workplace procrastination,respectively,and the perceived organizational support positively predicts employees’ psychological capital.There is a pairwise correlation between the perceived organizational support and the dimensions of workplace procrastination,and the perceived organizational support negatively predicts employees’ delayed action,rush to work,distraction avoidance and intention gap.There is a pairwise correlation between the perceived organizational support and the dimensions of psychological capital,which positively predicts employees’ sense of self-efficacy,hope,resilience and optimism,and between the dimensions of psychological capital and the dimensions of workplace procrastination.sense of self-efficacy,hope,resilience and optimism negatively predict employees’ delayed action,rush to work,distraction avoidance and intention gap.Employees’ psychological capital and its various dimensions play an intermediary role between the perceived organizational support and employees’ workplace procrastination.Among the demographic variables,educational differences have no significant impact on all variables,while gender differences have a significant impact on workplace procrastination and rush to work.The age differences have a significant impact on the perceived organizational support and resilience,and the current position differences have a significant impact on the sense of self-efficacy.Unit nature differences have a significant impact on perceived organizational support,optimism,workplace procrastination,delayed action,rush to work,distraction avoidance and intention gap.