رفتار تعلل ورزی و عزت نفس سازمانی

Organizational-based self-esteem is the degree to which organizational members believe that they can
satisfy their needs by participating in roles within the context of an organization. Organizational-based
self-esteem is influenced by organizational factors: self-perceived competency and self-evaluation may be
assumed to be a function of social learning experience and the value a person has come to place on himself
as a function of his interaction with others. Employees with high organization-based self-esteem have come
to believe that they are important, meaningful and worthwhile within their employing organization.
Organization-based self-esteem plays a critical role in the motivation of human behaviors. Therefore, to
identification the factors that contribute to organizational-based self-esteem are necessary. One of them
which have a negative effect is procrastination behavior. Procrastination defines as avoidance of the
implementation of an intention, frustrates an individual’s stated purposes by simply putting it off until it’s
too late or nearly too late. It is obvious that dimensions of procrastination are sources which create a
prohibition to achieve autonomy, adaptation, personal value, and competence as dimensions of
organizational-based self-esteem. To achieve organizational-based self-esteem, organizational effort to
overcome procrastination behavior is needed. Managers should succinctly incline procrastination in
workforce by different ways for promote organizational-based self-esteem, because they have the mission
to improve their employees’ self-esteem in order to contribute to the achievement of organizational goals
and as well as the personal goals of the members.

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