员工拖延从何而来?员工拖延的形成机制  

What Makes Employees Engage in Procrastination Behavior?The Antecedents of Employee Procrastination

作　　者：张征[1] 郭倩 Zheng ZHANG;Qian GUO(Faculty of Business Administration,Shanxi University of Finance and Economics,Taiyuan 030006)

机构地区：[1]山西财经大学工商管理学院,太原030006

出　　处：《中国人力资源开发》2021年第12期37-52,共16页Human Resources Development of China

基　　金：教育部人文社会科学研究规划基金项目(21YJA630118);国家自然科学基金项目(71802119)。

摘　　要：员工拖延是指员工故意拖延工作相关的任务行动,表现出一些与工作无关的行为或认知,但此种行为本意并非伤害组织、领导、同事等。目前有关拖延形成机制的探讨仍较为分散,缺乏总结与述评,这将不利于推动该领域的理论发展。本文首先对拖延的定义与测量进行梳理,然后,从时间动机理论、资源保存理论、自我调节理论和社会交换理论等视角归纳员工拖延的形成机制;在此基础上,基于社会信息加工理论,提出支持性领导对员工拖延行为的多层次影响模型,以及从团队和个体层次探讨上述关系中的内在过程和边界条件。本研究有助于丰富拖延的理论研究,为拖延的干预提供理论指导。Employee procrastination is often defined as the delay of work-related action by intentionally engaging(behaviorally or cognitively)in non-work-related actions,with no intention of harming the employer,employee,workplace or client.The current discussion on the mechanisms of procrastination is still scattered and few reviews are available,which is not conducive to the advancement of theory in this area.In this paper,we firstly investigate the definition and measurement of procrastination and summarize the antecedents of employee procrastination from different perspectives such as temporal motivation theory,conservation of resources theory,self-regulation theory,and social exchange theory.Moreover,this paper draw upon social information processing theory to propose a multi-level model of linking supportive leadership to employee procrastination behavior as well as the underlying mechanism and boundary conditions of this relationship at the team and individual levels.This paper contributes to enriching the theoretical study of employee procrastination and provides theoretical guidance for procrastination intervention.

关 键 词：拖延行为 工作拖延 员工拖延 

分 类 号：F272.92[经济管理—企业管理]