1ZYXWVUTSRQPONMLKJIHGFEDCBA © RQPONMLKJIHGFEDCBA Ibadan Journal of the Social Sciences I' Volume /0, Number2, March 2012 Organizational Culture and Psychological Factors as Predictors ofIndulgence in Procastination Among Civil Servants in Oyo State, Nigeria RichardA.Adu and *Nyitor A. Shenge Department of Psyclwlogy, University of lbadan; lbadan, Nigeria The study investigated the influence of organizational culture, self-esteem, self-efficacy and self- regulation on indulgence in procrastination. It utilized a correlational survey design involving tw o hundred andforty tw o sampled male (1l4) andfemale (128) civil servants in lbadan, Oyo State, Nigeria. Data were collected from the sample using five scales. All the scales were re-validated. Four hypotheses were tested. The results of correlation analyses showed both age and marital status fw d significant negative relationship w ith procrastination. Likewise, significant negative relationship existed between marital status and indulgence in procrastination and between work experience and indulgence in procrastination. Further; the results of multiple regression analysis revealed that organizational culture, self-esteem , self-efficacy and self-regulation jointly predicted indulgence in procrastination' and that only self-esteem independently predicted procrastination. The results of analyses of variance showed that both self-esteem and self-regulation had significant independent main effect on indulgence in procrastination. The t-test analysis result indicated that organizational culture fw d significant influence on indulgence in procrastination. Thefindings imply that organizational culture, self-esteem, self-efficacy, and self-regulation are significant predictors of indulgence in procrastinating behaviour among civil servants in Oyo state. The paper recommends that employers of labour should take cognizance of these predictors in their intervention programs to boost employees' productivity and reduce indulgence in procrastination. Key words: Organizational culture, self-esteem, self-efficacy, self-regulation, indulgence in procrastination Introduction Organizations depend on employees to accomplish its goals. However, employees' productivity could be hampered in some ways, including through procrastination (Steel, 2003). Procrastination is one of the numerous social phenomena that have since received diminished attention of researchers in work organization. Much of the work on motivation theories have not been able to lay hold on why people push forward what they planned to do now to another time (Van Eerde, 2000). The study of procrastination can enhance our understanding of why employees put off tasks they ought to accomplish now to a more" convenient time" (Van Eerde, 2<XXJ). Procrastination is extremely common, and it quite often affects individual and organizational efficiency and productivity adversely. Although virtually all of us have at least one time or other postponed what we have planned to do to a later day, some have made it a way of life. Estimates indicate that 80%-95% of university students in Canada engage in procrastination (Ellis & Knaus, 1977; O'Brien, 2002), approximately 75% consider themselves procrastinators (potts, 1987), and almost 50% procrastinate consistently and problematically (Day,Mensiok,& 0' Sullivan, 2000; Haycock, 1993; Micek, 1982; Onwuegbuzie, 2000a; Solomon & Rothblum, 1984). Beside being endemic among college students, procrastination isalso prevalent in the general 88