HOW DOES EMPLOYEES’ EMOTION SUSCEPTIBILITY AFFECT WORK PROCRASTINATION? THE CRITICAL ROLES OF SELF-MONITORING AND LEADER-MEMBER EXCHANGE
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Abstract
This study aimed to explore how and when employees’ susceptibility to emotional contagion affects their work procrastination behavior. This article analyzed 659 valid employee samples through a questionnaire survey. Results show that susceptibility to emotional contagion negatively affects emotional deprivation and social companionship (two dimensions of workplace loneliness). Moreover, in one situation, the ability to modify self-presentation and sensitivity to the expressive behavior of others, two dimensions of self-monitoring, also significantly negatively moderate the above direct relationships. In another situation, the leader-member exchange negatively moderated relationships between emotional deprivation, social companionship, and work procrastination. This study suggests that increasing employee susceptibility to emotional contagion can improve interpersonal relationships. A stronger relationship between leaders and employees can reduce work procrastination.
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