Correlates of procrastination and performance at work: The role of having "good fit".

Occupational research often emphasizes the importance of workplace characteristics for understanding job stress and employee well-being, but the role of personal characteristics and having a good match with the job is mostly neglected. We explored how job crafting and feelings of being authentic at work were related to work engagement, work engagement of performance, and procrastination. A structural equation model analyzed self-reports from 380 Dutch office employees. Job crafting and authenticity were positively related to work engagement, and high work engagement predicted? better in-role and extra-role performance and less work procrastination. Moreover, performance and procrastination were negatively related. Results emphasize the importance of having a "good fit" between the employment settings and employees to promote engagement. By improving employee's work engagement, organizations might improve the likelihood that personnel respond favorably with organizational goals and reduce the chances of engaging in workplace procrastination.

Linking leadership style and workplace procrastination: The role of organizational citizenship behavior and turnover intention.

The primary aim of the present study was to explore whether paternalistic or transformational leadership styles of supervisors were significantly related to workplace procrastination. Moreover, the potential mediation effects of organizational citizenship behaviors (specifically, civic virtue, and conscientiousness) and turnover intention in the link between leadership style and procrastination of the employees were investigated on a heuristic model. Data was collected through online surveys from 126 Turkish full-time office employees. The goodness-of-fit of the proposed model was tested using structural equation modeling and the mediation analysis was performed by bootstrapping. As expected, transformational leadership and organizational citizenship behaviors were negatively related to workplace procrastination. However, there was no significant link between paternalistic leadership and procrastination. Moreover, turnover intention and organizational citizenship behaviors did not mediate this relationship. These findings suggest that transformational leadership style could be a more effective style for diminishing employees' excessive nonwork related behaviors.