Can Gender Moderate the Relationship of Mindfulness, Procrastination and Job Performance Among Telecom Employees?
Keywords:Mindfulness, Procrastination, Job Performance, Job Demand Resource (JDR), Gender
Job demand resource model and self-determination theory is widely used for understanding procrastination, mindfulness, job performance and gender in organizational settings. The job demand resource model has been further used to understand gender as moderator among employee’s with mindfulness, procrastination and job performance. The present study focuses on gender as moderator in mindfulness, procrastination and job performance among male and female employees. The Purposive sampling technique with cross-sectional approach was applied. Mindfulness Attention Awareness Scale (MAAS; Brown & Ryan, 2003), Tuckman’s Procrastination Scale (TPS; Tuckman, 1991), and Job Performance Scale (JP-S; Wright, Kacmar, Mcmahan, &Deleeuw, 1995) were used to collect data from 400 employees working in telecom organizations in Rawalpindi and Islamabad city. The t-test and Hayes process were used to study correlation and moderation among study variables. It has been found female employees have mindfulness and procrastination tendencies then male employees whereas male employees were higher on job performance then female employees. Additionally, gender has non-significant effect on mindfulness, procrastination and job performance among employees. The results support the job resource demand model and self-determination theory. According to JDR model, job demands, and resources play important role in job performance of an employee in organizations and self-determination theory supports that mindfulness inhibit procrastination behavior and improve job performance of employees in organizations. These findings also suggest that procrastination could inhibit job performance among employees. Therefore, job performance could be stimulated by individual mindfulness in male and female employees.
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