Psychology
Amin Akbarpour; Narges Saeidian Khorasgani; Mohammad Ali Nadi Khorasgani
Abstract
Purpose: The purpose of the present study was to present and validate the model of prevention of procrastination among employees of Islamic Azad University
Methodology: The present research was conducted with the qualitative method of phenomenology, in order to identify the procrastination employees ...
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Purpose: The purpose of the present study was to present and validate the model of prevention of procrastination among employees of Islamic Azad University
Methodology: The present research was conducted with the qualitative method of phenomenology, in order to identify the procrastination employees of Islamic Azad University, first all employees of Islamic Azad University in the year (2019-20) were considered, then using the multi-stage cluster random sampling method, A total of 384 people were selected as a sample for the initial investigation, and by implementing Takman's procrastination questionnaire (1991) on these people, finally, 25 qualified people were identified for this research. The research tool was a semi-structured interview, and the data reached theoretical saturation up to the number of 15 people. Data analysis was done based on the 7-step method of Claisey. To measure the validity of the data, two methods of review of participants and review of non-participating experts were used in the research.
Findings: The revealed findings were 179 extracted key terms (primary concepts), 292 secondary concepts (first category), 32 secondary concepts (second category) and 3 main concepts (dimensions). In order to confirm the reliability of the qualitative findings, a scale with a 3-option spectrum was used to measure the content validity ratio (Lavache coefficient estimation) and in order to ensure the reliability of the qualitative findings, the Holstein reliability coefficient was estimated at 0.97. The findings showed that the employee procrastination prevention model consists of 3 main dimensions including organizational dimension (with 14 components), individual dimension (with 15 components) and social dimension (with 3 components).
Conclusion: The findings showed that, according to the prevention model, the components of the organizational dimension include carrying out planning in affairs, promoting empowering training, strengthening the management system, improving financial affairs, improving the implementation of affairs, a healthy and appropriate organizational atmosphere, and promoting culture. Participation, the presence of motivational leadership, improvement of monitoring and evaluation, improvement of organization in the organization, appropriate legislation, appropriate software support, and healthy and appropriate communication in the organization.
