Empowered, accountable, and committed? Applying self-determination theory to examine work-place procrastination

This study investigates the psychological drivers of workplace procrastination, specifically examining how psychological empowerment and psychological ownership influence the tendency of employees to delay work-related tasks. Drawing on Self-Determination Theory (SDT), the authors explore whether organizational commitment acts as a mediating mechanism that explains how these internal psychological states reduce maladaptive procrastination behaviors.

The researchers conducted two separate studies to test their hypotheses. Study 1 utilized an online survey with 146 participants recruited via Prolific. Study 2 employed a time-lagged field survey of 384 employees within the banking sector in Pakistan. By collecting data at multiple time points, the authors aimed to establish temporal precedence and minimize common-method bias. The study used structural equation modeling and hierarchical regression to analyze the relationships between psychological empowerment, psychological ownership, organizational commitment, and workplace procrastination.

The results indicate that both psychological empowerment and psychological ownership are negatively associated with workplace procrastination. Furthermore, the study confirms that organizational commitment serves as a significant mediator. When employees feel empowered and possess a sense of ownership over their work, they develop a stronger psychological attachment to their organization. This increased commitment, in turn, motivates them to engage more actively with their responsibilities and reduces the likelihood of irrational task delays.

Workplace procrastination is a significant barrier to productivity and employee well-being. By identifying that intrinsic motivational factors—empowerment and ownership—can mitigate this behavior, the study provides actionable insights for managers. Organizations can reduce procrastination not just through time-management training, but by fostering environments that satisfy basic psychological needs for autonomy and competence, thereby strengthening organizational commitment.