Organizational Justice on Employee Procrastination: a Moderated-Mediation Model of Job Satisfaction and Psychological Contract Breach
DOI:
https://doi.org/10.26668/businessreview/2023.v8i5.1881%20Keywords:
Procrastination Behavior, Psychological Contract Breach, Job Satisfaction, Organizational JusticeAbstract
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.
Downloads
References
ABEKAH-NKRUMAH, G., & ATINGA, R. A. (2013). Exploring the link between organisational justice and job satisfaction and performance in Ghanaian hospitals: Do demographic factors play a mediating role? International Journal of Workplace Health Management, 6(3), 189–204. https://doi.org/10.1108/IJWHM-04-2011-0011
ADAMS, J. S. (1963). Towards an understanding of inequity. Journal of Abnormal and Social Psychology, 67(5), 422–436. https://doi.org/10.1037/h0040968
AMBROZINI, L. C. S., & MARTINELLI, D. P. (2017). Formal and relational contracts between organizations: proposal of a model for analysis of the transactional and governance structure characteristics of comparative cases. Revista de Administração, 52(4), 374–391. https://doi.org/10.1016/j.rausp.2017.08.010
ANWAR, M. Z., & SUPRIHANTO, J. (2022). Psychological Distress Model towards Human Resource Performance in Islamic Spiritual Intelligence Context. Asian Journal of Business Research, 12(1), 57–76. https://doi.org/10.14707/ajbr.2
ARIANI, D. W. (2023). Exploring Relationship of Job Satisfaction, Organizatonal Culture, and Employee Performance in Small Medium Enterprise. International Journal of Professional Business Review, 8(2), e0876. https://doi.org/10.26668/businessreview/2023.v8i2.8
BAKER, G., GIBBONS, R., & MURPHY, K. J. (2002). Relational Contracts and The Theory of The Firm. The Quarterly Journal of Economics, 117(1), 39–84. https://doi.org/10.2139/ssrn.2211
BALOGUN, A. G., H.O., E., Ezeugwu, C. R., & Orifa, E. I. (2016). Mediating Effect of Job Satisfaction on Psychological Contract Breach and Workplace deviance among Police Personnel. Practicum Psychologia, 6, 14–31.
BEUTEL, M. E., Klein, E. M., Aufenanger, S., Brähler, E., Dreier, M., Müller, K. W., Quiring, O., Reinecke, L., Schmutzer, G., Stark, B., & Wölfling, K. (2016). Procrastination, distress and life satisfaction across the age range - A German representative community study. PLoS ONE, 11(2), 1–12. https://doi.org/10.1371/journal.pone.0148054
Cassar, V., & Buttigieg, S. C. (2015). Psychological contract breach, organizational justice and emotional well-being. Personnel Review, 44(2), 217–235. https://doi.org/10.1108/PR-04-2013-0061
CHOI, B. K., MOON, H. K., KO, W., & KIM, K. M. (2014). A cross-sectional study of the relationships between organizational justices and OCB Roles of organizational identification and psychological contracts. Leadership and Organization Development Journal, 35(6), 530–554. https://doi.org/10.1108/LODJ-08-2012-0103
COHEN, A. (2013). A global evaluation of organizational fairness and its relationship to psychological contracts. Career Development International, 18(6), 589–609. https://doi.org/10.1108/CDI-01-2013-0011
COLQUITT, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386–400. https://doi.org/10.1037/0021-9010.86.3.386
DHAMIJA, P., Gupta, S., & Bag, S. (2019). Measuring of job satisfaction: the use of quality of work life factors. Benchmarking, 26(3), 871–892. https://doi.org/10.1108/BIJ-06-2018-0155
EKMEKCIOGLU, E. B., & Aydogan, E. (2019). A moderated mediation model of the relationship between organizational justice and turnover intention. International Journal of Organizational Analysis, 27(4), 1073–1092. https://doi.org/10.1108/IJOA-06-2018-1448
FERRARI, J. R. (2023). Introduction to “ Procrastination , Clutter , & Hoarding .” Current Psychology, 0–1. https://doi.org/10.1007/s12144-018-9803-0 Introduction
FERRARI, J. R., DÍAZ-MORALES, J. F., O’CALLAGHAN, J., DÍAZ, K., & ARGUMEDO, D. (2007). Frequent behavioral delay tendencies by adults: International prevalence rates of chronic procrastination. Journal of Cross-Cultural Psychology, 38(4), 458–464. https://doi.org/10.1177/0022022107302314
FERRARI, J. R., & EMMONS, R. A. (1994). Procrastination as revenge: Do people report using delays as a strategy for vengeance? Personality and Individual Differences, 17(4), 539–544. https://doi.org/10.1016/0191-8869(94)90090-6
FERRARI, J. R., ÖZER, B. U., & DEMIR, A. (2009). Chronic procrastination among turkish adults: Exploring decisional, avoidant, and arousal styles. Journal of Social Psychology, 149(3), 402–408. https://doi.org/10.3200/SOCP.149.3.402-408
GRUNSCHEL, C., PATRZEK, J., & FRIES, S. (2013). Exploring reasons and consequences of academic procrastination: An interview study. European Journal of Psychology of Education, 28(3), 841–861. https://doi.org/10.1007/s10212-012-0143-4
GUPTA, R., HERSHEY, D. A., & GAUR, J. (2012). Time Perspective and Procrastination in the Workplace: An Empirical Investigation. Current Psychology, 31(2), 195–211. https://doi.org/10.1007/s12144-012-9136-3
HARRIS, N. (1983). Harris_Sutton 1983 Task procrastination in organizations- A framework for research - HR.pdf. Human Relations, 36(11), 987–996.
KANTEN, P. (2016). The antecedents of procrastination behavior: personality characteristics, self-esteem and self-efficacy. Pressacademia, 2(1), 331–331. https://doi.org/10.17261/pressacademia.2016118653
KARIMI, Z., & ANDAM, R. (2016). The Relationship between Job Satisfaction and organizational justice with Procrastination: Case Study: Sport Boards of Hamedan city. Organizational Behavior Management in Sport Studies, 3(12), 99–110.
KIM, S., FERNANDEZ, S., & TERRIER, L. (2017a). Procrastination, personality traits, and academic performance. Personality and Individual Differences, 108(April), 154–157.
KIM, S., FERNANDEZ, S., & TERRIER, L. (2017b). Procrastination, personality traits, and academic performance: When active and passive procrastination tell a different story. Personality and Individual Differences, 108, 154–157. https://doi.org/10.1016/j.paid.2016.12.021
LI, S., & CHEN, Y. (2018). The Relationship Between Psychological Contract Breach and Employees’ Counterproductive Work Behaviors: The Mediating Effect of Organizational Cynicism and Work Alienation. Front. Psychol, 0, 1273.
MADHANI, P. M. (2014). Aligning Compensation Systems With Organization Culture. Compensation & Benefits Review, 46(2), 103–115. https://doi.org/10.1177/0886368714541913
MILLER, B. K., KONOPASKE, R., & BYRNE, Z. S. (2012). Dominance analysis of two measures of organizational justice. Journal of Managerial Psychology, 27(3), 264–282. https://doi.org/10.1108/02683941211205817
MOHSIN, F. Z., & AYUB, N. (2014). The relationship between procrastination, delay of gratification, and job satisfaction among high school teachers. Japanese Psychological Research, 56(3), 224–234. https://doi.org/10.1111/jpr.12046
MORRISON, E. W. (2015). The Development of Psychological Contract Breach and Violation : A Longitudinal Study breach and violation : a longitudinal study. Journal of Organizational Behavior, 21(June 1998), 525–547.
MUALA, I. A. ., AL-GHALABI, R. R. ., ALSHEIKH , G. A. A. ., HAMDAN, K. B. ., & ALNAWAFLEH, E. A. T. . (2022). Evaluating the Effect of Organizational Justice on Turnover Intention in the Public Hospitals of Jordan: Mediated-Moderated Model of Employee Silence, Workplace Bullying, and Work Stress. International Journal of Professional Business Review, 7(3), e526. https://doi.org/10.26668/businessreview/2022.v7i3.0526
MUNJAL, S., & MISHRA, R. (2019). Associative Impact of Personality Orientation and Levels of Stress on Procrastination in Middle-level Managers. Indian Journal of Public Administration, 65(1), 53–70. https://doi.org/10.1177/0019556118820456
ÖZER, B. U., SAÇKES, M., & TUCKMAN, B. W. (2013). Psychometric properties of the tuckman procrastination scale in a Turkish sample. Psychological Reports, 113(3), 874–884. https://doi.org/10.2466/03.20.PR0.113x28z7
PALAIOLOGOS, A., PAPAZEKOS, P., & Panayotopoulou, L. (2011). Organizational justice and employee satisfaction in performance appraisal. Journal of European Industrial Training, 35(8), 826–840. https://doi.org/10.1108/03090591111168348
PREM, R., SCHEEL, T. E., WEIGELT, O., HOFFMANN, K., & KORUNKA, C. (2018). Procrastination in daily working life: A diary study on within-person processes that link work characteristics to workplace procrastination. Frontiers in Psychology, 9(JUL), 1–11. https://doi.org/10.3389/fpsyg.2018.01087
ROUSSEAU, D. (2001). The Idiosyncratic deal: Flexibility versus fairness? Organizational Dynamics, 29, 260–273.
ROUSSEAU, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2(2), 121–139. https://doi.org/10.1007/BF01384942
SHARMA, M. P. (1999). Determinants of Task Procrastination: Public vs Private Sector Comparison. Paradigm, 3(1), 19–31. https://doi.org/10.1177/0971890719990104
SIAPUTRA, I. B. (2010). Temporal Motivation Theory: Best Theory (yet) to Explain Procrastination. Anima Indonesian Psychological Journal, 25(3), 206–214.
STEEL, P. (2007). The nature of procrastination: A meta-analytic and theoretical review of quintessential self-regulatory failure. Psychological Bulletin, 133(1), 65–94. https://doi.org/10.1037/0033-2909.133.1.65
STEEL, P., & KLINGSIECK, K. B. (2016). Academic Procrastination: Psychological Antecedents Revisited. Australian Psychologist, 51(1), 36–46. https://doi.org/10.1111/ap.12173
TJAHJONO, H. K. (2011). The configuration among social capital, distributive and procedural justice and its consequences to individual satisfaction. International Journal of Information and Management Sciences, 22(1), 87–103.
TJAHJONO, H. K., FACHRUNNISA, O., & PALUPI, M. (2019). Configuration of organisational justice and social capital: Their impact on satisfaction and commitment. International Journal of Business Excellence, 17(3), 336–360. https://doi.org/10.1504/IJBEX.2019.097957
TREMBLAY, M., SIRE, B., & BALKIN, D. B. (2000). The Role of Organizational Justice in Pay and Employee Benefit Satisfaction, and Its Effects on Work Attitudes. Group and Organization Management, 25(3), 269–290. https://doi.org/10.1177/1059601100253004
TUCKMAN, B. W. (1991). The development and concurrent validity of the procrastination scale. Educational and Psychological Measurement, 51(2), 473–480. https://doi.org/10.1177/0013164491512022
VAN EERDE, W., & KLINGSIECK, K. B. (2018). Overcoming procrastination? A meta-analysis of intervention studies. Educational Research Review, 25, 73–85. https://doi.org/10.1016/j.edurev.2018.09.002
WEYMANN, E. C. (1988). Procrastination in the Workplace: Dispositional and Situational Determinants of Delay Behavior at Work. Academy of Management Proceedings, 1988(1), 226–230. https://doi.org/10.5465/ambpp.1988.4980589
ZENGER, T. R., LAZZARINI, S. G., & POPPO, L. (2000). The New Institutionalism in Strategic Management.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2023 Sunarta, Heru Kurnianto Tjahjono, Muafi Muafi, Wisnu Prajogo
This work is licensed under a Creative Commons Attribution-NoDerivatives 4.0 International License.
Authors who publish in this journal agree to the following terms: the author(s) authorize(s) the publication of the text in the journal;
The author(s) ensure(s) that the contribution is original and unpublished and that it is not in the process of evaluation by another journal;
The journal is not responsible for the views, ideas and concepts presented in articles, and these are the sole responsibility of the author(s);
The publishers reserve the right to make textual adjustments and adapt texts to meet with publication standards.
Authors retain copyright and grant the journal the right to first publication, with the work simultaneously licensed under the Creative Commons Atribuição NãoComercial 4.0 (http://creativecommons.org/licenses/by-nc/4.0/), which allows the work to be shared with recognized authorship and initial publication in this journal.
Authors are allowed to assume additional contracts separately, for non-exclusive distribution of the version of the work published in this journal (e.g. publish in institutional repository or as a book chapter), with recognition of authorship and initial publication in this journal.
Authors are allowed and are encouraged to publish and distribute their work online (e.g. in institutional repositories or on a personal web page) at any point before or during the editorial process, as this can generate positive effects, as well as increase the impact and citations of the published work (see the effect of Free Access) at http://opcit.eprints.org/oacitation-biblio.html
