Klimat organizacyjny a odkładanie pracy na później
Organizational Climate and Procrastination

Summary/Abstract: The phenomenon of procrastination does not only affect individual workers, but is a quite common behavior almost inscribed in human functioning. A.H.C. Chu and J.N. Choi [3] have shed a new light on this issue, focusing the attention of researchers on two different styles of procrastinating behavior. Consequently, the purpose of the research presented in this paper, is to analyze the relationship between the procrastination styles (active vs passive) and the organizational climate. The study involved 119 participants (71 women and 48 men) who were asked to complete three research tools such as: the Organizational Climate Questionnaire, the New Active Procrastination Scale and the General Active Procrastination Scale. The results revealed that, in an autocratic organizational climate employees are more likely to refer to passive procrastination, while in a supportive organizational climate they can more actively postpone their work. In addition, relationships between different dimensions of organizational climate and active and passive procrastination were observed.

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