| چکیده انگلیسی مقاله |
Introduction: In order to meet organizational objectives, it is essential to utilize human resources effectively; however, procrastination, which acts as a harmful delay in completing tasks, serves as a significant barrier to the effectiveness of these resources within the organization. As a global phenomenon, procrastination is increasingly prevalent in organizations and can decrease overall productivity. Evidence suggests that procrastination is present and rising among Iranian workers in both the public and private sectors. This issue can have numerous negative consequences for organizations, particularly those that experience a significant influx of referrals and interactions, such as Cooperative, Labor, and Social Welfare (CLSW) offices. While procrastination in organizations is influenced by numerous factors, this study aims to investigate the effect of career plateauing on organizational procrastination, mediated by job satisfaction.
Method: This research was conducted within a quantitative framework using a survey method. The population comprised employees of the Cooperative, Labor, and Social Welfare offices in Isfahan province. A total of 217 participants were selected through a multi-stage random sampling method to collect the necessary information. To measure procrastination and job satisfaction, the questionnaires developed by Baran Metin et al. (2020) and Panigrahi and Al-Nashash (2019) were utilized, respectively. Additionally, a researcher-designed questionnaire was employed to assess career plateauing. The research instruments were validated through construct and face validity, and their reliability was assessed by measuring internal consistency with Cronbach's alpha coefficient. SPSS and AMOS software were used for data analysis.
Findings: The results of the direct and indirect effects test of the research model indicated that job satisfaction partially mediates the relationship between content plateauing and procrastination in the form of refusing to complete organizational tasks on time. Moreover, job satisfaction fully mediates the relationship between structural plateauing and dimensions of organizational procrastination. However, job satisfaction could not mediate the relationship between comprehensive plateauing and dimensions of organizational procrastination. Additionally, there was no statistically significant difference between the average level of organizational procrastination in terms of employment type, alignment of job field with organizational position, place of service, education, and organizational position. In contrast, a significant difference in the average level of organizational procrastination was found based on gender, marital status, alignment of education with job roles, and field of activity.
Conclusion: Based on the findings, this research concludes by controlling the level of career plateau organizational procrastination among employees can be minimized. An effective strategy to achieve this is to enhance job satisfaction within the workforce. |