ABSTRACT

This article draws from conservation of resources theory to detail a critical mediating role of organizational disidentification in the connection between employees’ perceptions of organizational cronyism and their procrastination, as well as a buffering role of leader–member exchange in this process. Three-wave, time-lagged data collected from employees across multiple industry sectors indicate that an important reason that beliefs about favouritism-based organizational practices escalate into enhanced procrastination behaviour is that employees feel embarrassed about their organizational membership. Yet this mediating role of organizational disidentification is less prominent to the extent that employees can draw from high-quality relationships with their immediate supervisor. For organizations, this study reveals a key mechanism – employees’ psychological distancing from their employing organization – by which dysfunctional organizational favouritism can escalate into a tendency to slack off in their job tasks, and it pinpoints how this risk can be contained by high-quality supervisor exchanges.

摘要

本文从资源节约理论出发，详细说明了组织去认同在员工对组织裙带关系的看法与其拖延之间的联系中的关键中介作用，以及领导-成员交换在此过程中的缓冲作用。从多个行业部门的员工那里收集的三波时间滞后数据表明，对基于偏袒的组织实践的信念升级为更严重的拖延行为的一个重要原因是员工对他们的组织成员感到尴尬。然而，在员工可以从与直接上司的高质量关系中获益的情况下，组织否认身份的这种中介作用就不那么突出了。对于组织，