Erzincan Iktisadi Ve Idari Bilimler Fakültesi
kaynağı değiştir]
| M.Ö. VIII. yüzyılda Urartu | |
|---|---|
 |  |
| Sol Taraf: Kral I. Argişti döneminde Urartu. Sağ Taraf: II. Sarduri döneminde Urartu | |
Ana madde: I. Argişti
I. Argişti iktidarı döneminde Urartular askeri ve ekonomik açıdan tam bir zirve noktasına eriştiler. Batıda ülkenin sınırları genişletilerek Asur ticaret yolları üzerinde kurulmuş yerleşim birimleri ve Transkafkasya'daki Erebuni kalesi Urartu topraklarına dahil edildi. Geliştirdiği sulama kanalları ve yollardan Urartu Krallığı sathında bir ağ inşa etti.
Argiştihinili[değiştir Прокрастинация на рабочем месте: роль карьерного плато Текст научной статьи по специальности «Экономика и бизнес»
« DOI: 10.29141/2218-5003-2020-11-3-7
Z
2 Procrastination in the workplace: g The role of hierarchical career plateau
^ H. Tezcan Uysal1, Fatma Yilmaz2
u
u 1 Zonguldak Bulent Ecevit University, Kilimli, Turkey « 2 Erzincan Binali Yildirim University, Erzincan, Turkey
CL
^ Abstract. Workplace procrastination adversely affects any company's activity. The purpose of the research is to examine the hierarchical career plateau (HCP) perceived by the employees and the workplace procrastination (WP) variables, and to determine the role of the HCP, if any, in WP of employees. The methodological framework of the research includes career development theory and rational emotive behavior theory. Utilizing the screening model and survey technique, the data were obtained from 367 employees in Zonguldak location of Turkey. To evaluate the data, the authors use the methods of statistical and econometric analysis (confirmatory factor analysis, correlation analysis, regression analysis, Independent Sample T test and One-Way ANOVA Test), as well as the face-to-face survey method. According to the research findings, there is a positive correlation between the HCP and WP, and 1-unit increase in the HCP results in an increase of 0.751 units in the WP behavior. In terms of socio-demographic factors of workers, the study shows that WP does not differ significantly according to gender, age, education level, income level, job sector and work experience. The research results indicate that the HCP is among the primary factors influencing the timely performance of official duties. The theoretical and practical significance of the study is to minimize employees' unwanted work behavior and contribute to the HCP and WP literature.
Keywords: workplace procrastination; hierarchical career plateau; workplace behavior; job responsibilities; HR management; workplace.
JEL Classification: M1, M12, J81 Paper submitted: May 2, 2020
For citation: Uysal H.T., Yilmaz F. (2020). Procrastination in the workplace: The role of hierarchical career plateau. Upravlenets -The Manager, vol. 11, no. 3, pp. 82-101. DOI: 10.29141/2218-5003-2020-11-3-7.
INTRODUCTION
There is a dynamic process in the development of organizations and employees, as well as all areas of the world. Changing organizational structures, employee expectations and pursuing new approaches in management are the central focus in this process. While the competition among organizations has intensified globally, organizations expectations of their employees' performance have heightened as well. However, it is obvious that the expectations and values of employees should be taken into consideration in order to provide such performance within the modern management approach, and today's organizational behavior research studies are concentrated on this issue. Particularly, the desire of individuals to meet their career needs rather than their basic needs resulted in the emergence of the career plateau concept and the necessity to examine this concept from the organizational perspective. Career plateau expresses the situation, where there is only a low, if any, probability of additional hierarchical career promotion of an employee [Ongori, Agolla, 2009]. Although numerous researchers have examined this problem with different subspecies (personal, organizational, objective and subjective), its generally accepted dimensions are work-based plateau and hierarchical plateau. Failure of an employee to be promoted for corporate reasons characterizes the hierarchical career plateau (HCP). Hierarchical plateaus occur when an individual has little chance of vertical
movement within a company. On the other hand, business content dissemination occurs when the individual is no longer challenged by their job or job responsibilities. Therefore, career plateaus are now defined as "not being able to move upwards" in the organization [Allen et al., 1998].
It is a very important motivation tool for employees to progress in their careers. Employees with limited opportunities for advancement in their companies feel like they are in a HCP [Armstrong-Stassen, Ursel, 2009]. Such a plateau can potentially create discomfort among employees, as the lack of progress is considered as an instrument to measure employees' performance [Ongoni, Agolla, 2009]. Accordingly, the employees, whose career expectations cannot be met, are believed to demonstrate procrastination behavior. Workplace procrastination (WP) is a negative behavior in terms of time management and one of the rare issues in the literature on this topic. WP implies that a person tends to show delay behavior by not performing a task or decision [Milgram et al., 1998]. Considering the time factor, which is among scarce resources today, the loss of time due to procrastination includes the part that employees normally consume from the time they need to work. Consequently, time costs also cause financial losses for organizations as they affect individual and corporate productivity [Gupta et al., 2012].
The literature analysis shows that WP has many important effects on organizations. Tice and Baumeister [1997] have found that WP benefits in the short term but leads to negative business outcomes over time. Dewitte and Lens [2000] have reported that many people chronically perform below their capacity as a result of WP. Haycock et al. [1998] have suggested that WP causes missed opportunities and tense business relationships. Chu and Choi [2005] have noted that procrastination affects not only the person exhibiting such a behavior, but also other employees, resulting in decreased efficiency, interruption to work and high stress. Barabanshchikova and Kaminskaya [2013] have stated that they play an important role in the occurrence of high financial losses. According to Ariely and Wertenbroch [2002], Ferrari and Tice [2000], and Eerde [2003], employees with high WP have low performance. Researches prove that WP is associated with a number of negative mental health conditions, such as anxiety [Solomon, Rothblum, 1984; Rothblum et al., 1986; Beswick et al., 1988; Lay et al., 1989; Ferrari, 1991; Sene-cal et al., 1995; Haycock et al., 1998], depression [Solomon, Rothblum, 1984; Beswick et al., 1988; Saddler, Sacks, 1993; Senecal et al., 1995; Martin et al., 1996], and high stress [Tice, Baumeister, 1997]. As these studies suggest, WP can be described as an undesired behavior in organizations. Hence, in the current research, the HCP, which is considered to cause WP, has been explored in the context of examining and eliminating the factors resulting in such a behavior.
The purpose of the study is to determine if there is a significant relationship between a HCP and WP that employees encounter in their desire to make a career, and to determine in what direction and at what level a career plateau affects workplace procrastination based on the demographic factors.
WORKPLACE PROCRASTINATION
The phenomenon of WP is generally considered to be a problem that almost everyone faces throughout their life and thus causes both a decrease in individual performance and organizational effectiveness [Bui, 2007]. Although there is enough time for work, carrying out responsibilities and making decisions in the workplace, it is expressed as the behavior problem of leaving the tasks and duties until the last minute [Ferrari, 1991; Haycock et al., 1998; Kachgal et al., 2001]. Procrastination is a behavior that reflects the failure of self-regulation and includes a delay in the start and/or completion of a task [Ferrari, Tice, 2000]. On the other hand, WP is an avoidance behavior [Conti, 1995], a delayed task or behavior [Eerde, 2003], and a lack of employees' self-regulation although they are aware of negative outcomes [Steel, 2007].
According to Knaus [2000], individuals engage in postponing behaviors, which have certain time constraints, useful and priority jobs, when they delay unnecessarily. In this case, WP takes place by the individual's
own will. In addition to the negative evaluation of the °
concept of WP, according to Ferrari [1994], individu- d
als can also act WP in order to benefit themselves and I
increase their performance. It is determined that WP-
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Psychological Sinica, vol. 40, no. 8, pp. 927-938. Zarick L.M., Stonebraker R. (2009). I'll do it tomorrow: The logic of procrastination. College Teaching, vol. 54, no. 4, pp. 211-215. DOI: https://doi.org/10.1080/87567550903218687.
Информация об авторах
Х. Тезджан Уйсал
PhD, доцент кафедры управления и организации. Зонгулдакский Университет имени Бюлент Эджевита (67500, Турция, провинция Зонгулдак, г. Килимли, ул. Мехмета Юнлютюрка, 38). E-mail: [email protected].
Фатма Йылмаз
PhD, старший преподаватель кафедры внешнеэкономической деятельности. Эрзинджанский Университет имени Бинали Йылды-рыма (24150, Турция, г. Эрзинджан, Квартал Фатих, 726). E-mail: [email protected].
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Прокрастинация на рабочем месте: роль карьерного плато Текст научной статьи по специальности «Экономика и бизнес»
« DOI: 10.29141/2218-5003-2020-11-3-7
Z
2 Procrastination in the workplace: g The role of hierarchical career plateau
^ H. Tezcan Uysal1, Fatma Yilmaz2
u
u 1 Zonguldak Bulent Ecevit University, Kilimli, Turkey « 2 Erzincan Binali Yildirim University, Erzincan, Turkey
CL
^ Abstract. Workplace procrastination adversely affects any company's activity. The purpose of the research is to examine the hierarchical career plateau (HCP) perceived by the employees and the workplace procrastination (WP) variables, and to determine the role of the HCP, if any, in WP of employees. The methodological framework of the research includes career development theory and rational emotive behavior theory. Utilizing the screening model and survey technique, the data were obtained from 367 employees in Zonguldak location of Turkey. To evaluate the data, the authors use the methods of statistical and econometric analysis (confirmatory factor analysis, correlation analysis, regression analysis, Independent Sample T test and One-Way ANOVA Test), as well as the face-to-face survey method. According to the research findings, there is a positive correlation between the HCP and WP, and 1-unit increase in the HCP results in an increase of 0.751 units in the WP behavior. In terms of socio-demographic factors of workers, the study shows that WP does not differ significantly according to gender, age, education level, income level, job sector and work experience. The research results indicate that the HCP is among the primary factors influencing the timely performance of official duties. The theoretical and practical significance of the study is to minimize employees' unwanted work behavior and contribute to the HCP and WP literature.
Keywords: workplace procrastination; hierarchical career plateau; workplace behavior; job responsibilities; HR management; workplace.
JEL Classification: M1, M12, J81 Paper submitted: May 2, 2020
For citation: Uysal H.T., Yilmaz F. (2020). Procrastination in the workplace: The role of hierarchical career plateau. Upravlenets -The Manager, vol. 11, no. 3, pp. 82-101. DOI: 10.29141/2218-5003-2020-11-3-7.
INTRODUCTION
There is a dynamic process in the development of organizations and employees, as well as all areas of the world. Changing organizational structures, employee expectations and pursuing new approaches in management are the central focus in this process. While the competition among organizations has intensified globally, organizations expectations of their employees' performance have heightened as well. However, it is obvious that the expectations and values of employees should be taken into consideration in order to provide such performance within the modern management approach, and today's organizational behavior research studies are concentrated on this issue. Particularly, the desire of individuals to meet their career needs rather than their basic needs resulted in the emergence of the career plateau concept and the necessity to examine this concept from the organizational perspective. Career plateau expresses the situation, where there is only a low, if any, probability of additional hierarchical career promotion of an employee [Ongori, Agolla, 2009]. Although numerous researchers have examined this problem with different subspecies (personal, organizational, objective and subjective), its generally accepted dimensions are work-based plateau and hierarchical plateau. Failure of an employee to be promoted for corporate reasons characterizes the hierarchical career plateau (HCP). Hierarchical plateaus occur when an individual has little chance of vertical
movement within a company. On the other hand, business content dissemination occurs when the individual is no longer challenged by their job or job responsibilities. Therefore, career plateaus are now defined as "not being able to move upwards" in the organization [Allen et al., 1998].
It is a very important motivation tool for employees to progress in their careers. Employees with limited opportunities for advancement in their companies feel like they are in a HCP [Armstrong-Stassen, Ursel, 2009]. Such a plateau can potentially create discomfort among employees, as the lack of progress is considered as an instrument to measure employees' performance [Ongoni, Agolla, 2009]. Accordingly, the employees, whose career expectations cannot be met, are believed to demonstrate procrastination behavior. Workplace procrastination (WP) is a negative behavior in terms of time management and one of the rare issues in the literature on this topic. WP implies that a person tends to show delay behavior by not performing a task or decision [Milgram et al., 1998]. Considering the time factor, which is among scarce resources today, the loss of time due to procrastination includes the part that employees normally consume from the time they need to work. Consequently, time costs also cause financial losses for organizations as they affect individual and corporate productivity [Gupta et al., 2012].
The literature analysis shows that WP has many important effects on organizations. Tice and Baumeister [1997] have found that WP benefits in the short term but leads to negative business outcomes over time. Dewitte and Lens [2000] have reported that many people chronically perform below their capacity as a result of WP. Haycock et al. [1998] have suggested that WP causes missed opportunities and tense business relationships. Chu and Choi [2005] have noted that procrastination affects not only the person exhibiting such a behavior, but also other employees, resulting in decreased efficiency, interruption to work and high stress. Barabanshchikova and Kaminskaya [2013] have stated that they play an important role in the occurrence of high financial losses. According to Ariely and Wertenbroch [2002], Ferrari and Tice [2000], and Eerde [2003], employees with high WP have low performance. Researches prove that WP is associated with a number of negative mental health conditions, such as anxiety [Solomon, Rothblum, 1984; Rothblum et al., 1986; Beswick et al., 1988; Lay et al., 1989; Ferrari, 1991; Sene-cal et al., 1995; Haycock et al., 1998], depression [Solomon, Rothblum, 1984; Beswick et al., 1988; Saddler, Sacks, 1993; Senecal et al., 1995; Martin et al., 1996], and high stress [Tice, Baumeister, 1997]. As these studies suggest, WP can be described as an undesired behavior in organizations. Hence, in the current research, the HCP, which is considered to cause WP, has been explored in the context of examining and eliminating the factors resulting in such a behavior.
The purpose of the study is to determine if there is a significant relationship between a HCP and WP that employees encounter in their desire to make a career, and to determine in what direction and at what level a career plateau affects workplace procrastination based on the demographic factors.
WORKPLACE PROCRASTINATION
The phenomenon of WP is generally considered to be a problem that almost everyone faces throughout their life and thus causes both a decrease in individual performance and organizational effectiveness [Bui, 2007]. Although there is enough time for work, carrying out responsibilities and making decisions in the workplace, it is expressed as the behavior problem of leaving the tasks and duties until the last minute [Ferrari, 1991; Haycock et al., 1998; Kachgal et al., 2001]. Procrastination is a behavior that reflects the failure of self-regulation and includes a delay in the start and/or completion of a task [Ferrari, Tice, 2000]. On the other hand, WP is an avoidance behavior [Conti, 1995], a delayed task or behavior [Eerde, 2003], and a lack of employees' self-regulation although they are aware of negative outcomes [Steel, 2007].
According to Knaus [2000], individuals engage in postponing behaviors, which have certain time constraints, useful and priority jobs, when they delay unnecessarily. In this case, WP takes place by the individual's
own will. In addition to the negative evaluation of the °
concept of WP, according to Ferrari [1994], individu- d
als can also act WP in order to benefit themselves and I
increase their performance. It is determined that WP-
Studies, vol. 4, no. 1, pp. 211-217. DOI: 10.5539/ijps.v4n1p211. Xie B., Long L. (2008). The effects of career plateau on job satisfaction, organizational commitment and turnover intentions. Acta
Psychological Sinica, vol. 40, no. 8, pp. 927-938. Zarick L.M., Stonebraker R. (2009). I'll do it tomorrow: The logic of procrastination. College Teaching, vol. 54, no. 4, pp. 211-215. DOI: https://doi.org/10.1080/87567550903218687.
Информация об авторах
Х. Тезджан Уйсал
PhD, доцент кафедры управления и организации. Зонгулдакский Университет имени Бюлент Эджевита (67500, Турция, провинция Зонгулдак, г. Килимли, ул. Мехмета Юнлютюрка, 38). E-mail: [email protected].
Фатма Йылмаз
PhD, старший преподаватель кафедры внешнеэкономической деятельности. Эрзинджанский Университет имени Бинали Йылды-рыма (24150, Турция, г. Эрзинджан, Квартал Фатих, 726). E-mail: [email protected].