机构中的延迟行为:拖延症

Seda Uyar
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引用次数: 1

摘要

人力资源对机构的重要性不容否认,他们可以用他们所拥有的知识和技能为机构做出贡献。另一方面,他们可以用不同的行为来惩罚机构。拖延症被解释为一种应对机制(Burka和Yuen, 1983,第60页),是一个复杂的事实,具有行为、情感和认知特征(Kovylin, 2013,第27页)。本研究定义了拖延的概念,并解释了导致拖延行为的因素。此外,从制度的角度对相关维度和结果进行了讨论。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
DELAYING BEHAVIOR IN INSTITUTIONS: PROCRASTINATION
Human-resource, whose importance cannot be denied for institutions, can contribute to the institution with the knowledge and skills they have. On the other hand, they can punish the institution with different behaviors. Procrastination, interpreted as a coping mechanism (Burka and Yuen, 1983, p.60), is a complex fact that has behavioral, emotional, and cognitive features (Kovylin, 2013, p. 27). In this study, the procrastination term was defined and the factors that cause the procrastination behavior were explained. In addition, the correlated dimensions and the results from the point of institutions were discussed.
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