## Social Influences on Workplace Procrastination ### Authors - [[Stefan Roggenkamp]] #poster Workplace procrastination, defined as the voluntary delay of personally important or necessary tasks despite expected negative consequences #definition , is a prevalent issue with potential implications for employee well-being (Sirois & Pychyl, 2016). Common characteristics of workplace procrastination include high work-related stress (Metin et al., 2016) and unclear task assignments (Nguyen, Steel & Ferrari, 2013). Furthermore, workplace procrastination has notable consequences, including increased stress levels (Beheshtifar et al., 2011), reduced work quality (Beheshtifar et al., 2011) and higher error rates (Pearlman-Avnion & Zibenberg, 2018). While individual determinants of procrastination have been extensively studied, social influences remain understudied. To address this gap, a qualitative study examining the potential impact of social factors on workplace procrastination was conducted. Fifteen employees from diverse professional backgrounds participated in the interview study combining a group interview with seven participants and eight single interviews. Participants were recruited via an open call from a large adult education center (Volkshochschule) in North Rhine-Westphalia, Germany. The inclusion criteria comprised a minimum of five years of professional work experience and self-reported procrastination habits. Thematic analysis, guided by Mayring's (2022) inductive category formation approach, was applied to nine transcribed (eight single and one group) interviews. Results indicate both, explicit and implicit social influences on workplace procrastination. Identified social influences comprised interpersonal relationships (e.g., colleagues and leaders) as well as broader organizational and situational factors, such as workplace atmosphere and corporate culture. Specific findings suggest that hierarchical structures, peer dynamics, and perceived social norms within the workplace remarkably shape procrastinatory behavior. Given these findings, interventions targeting workplace procrastination should incorporate not only strategies on an individual level but also structural and cultural adjustments within organizations. Moreover, as this study employs a qualitative research approach, future studies should focus on developing and empirically testing hypotheses on the relationship between organizational culture, social influences, and procrastination. Future research should further explore the intersection of social psychology and occupational behavior to develop holistic approaches for mitigating workplace procrastination. ### References - Beheshtifar, M., Hoseinifar, H., & Moghadam, M. (2011). Effect procrastination on work-related stress. Eur*opean Journal of Economics, Finance and Administrative Sciences*, *38*, 58-63. - Mayring, P. (2022). *Qualitative Inhaltsanalyse. Grundlagen und Techniken* (13., überarbeitete Auflage). Beltz. - Metin, U. B., Taris, T. W., Peeters, M. C., & van Beek, I. (2016). Procrastination and work-related stress. *European Journal of Work and Organizational Psychology, 25(2),* 193-206. - Nguyen, B., Steel, P., & Ferrari, J. R. (2013). Procrastination: Rationalizing delay in the workplace. *Journal of Managerial Psychology, 28(1),* 50-66. - Pearlman-Avnion, S., & Zibenberg, A. (2018). Workplace procrastination and career development. *Journal of Career Development, 45(3),* 234-248. - Sirois, F. & Pychyl, T. (2016). *Procrastination, health, and well-being*. Elsevier. ### Keywords: [[Workplace Procrastination]], [[Social Influences]], [[Accountability]], [[Productivity]], [[Work Culture]] organizational culture, qualitative research, employee behavior