CHAPTER 2

REVIEW OF LITERATURE
2.1. Introduction

In essence, a literature review identifies, evaluates and synthesizes the applicable literature
within a precise subject of research. It illuminates how know-how has evolved within the
field, highlighting what has already been done, what is generally accepted, what is emerging
and what is the modern-day state of questioning on the topic. In addition, within research-
based texts such as a Doctoral thesis, a literature overview identifies a lookup hole (i.e.
unexplored or under-researched areas) and articulates how a piece’s research mission
addresses this gap.

2.2. Burnout

Wong et al(2023) suggested that the rates of burnout and suicide among software engineers
are higher than those of many other kinds of data workers. As a result, technology companies
are becoming increasingly concerned with mental health. We spoke with 14 software
engineers in order to gain a deeper understanding the difficulties in promoting mental health
within the framework of the profession of software engineering. We look at the various facets
of their real-world experiences with mental health at work, their coping mechanisms, the
difficulties they encounter while employing them, and their suggestions for mental health
technologies. We provide a contribution to the HCI literature by outlining how mental health
should be taken into account when working at the individual, team, and organisational levels.
We also emphasize the importance of incorporating mental health into the workplace
technologies that employees utilise

Tomczak, (2023) this article is aimed at shedding light on the issue of occupational burnout
among workers with autism. While the resources and demands placed on neurotypical and
neurodivergent workers may differ, the article contends that the theoretical process behind the
development of occupational burnout is the same for both groups of workers. It suggests a
collection of tools that might help them accomplish their professional objectives and lessen
stressful working situations. The article emphasizes that the types of work demands and
resources that can lead to burnout may not be universal but instead depend on how employees
perceive them. As a result, neurotypical and neurodiverse employees who perceive the same
work characteristics variously may be able to complement one another, boosting
organizational diversity without sacrificing productivity. By giving managers, policymakers,
and other stakeholders who are interested in establishing a varied and productive workplace
resources and ideas, our conceptual elaboration adds to the theory & practice of healthy
workplaces.

Aguglia, (2020) The authors investigated the connection between instances of patient
violence with burnout amongst mental health practitioners by administering a cross-sectional
questionnaire to gather data for their investigation. The outcome was determined by the
participants' responses on the Maslach Burnout Inventory (MBI), which consisted of 183
people who had previously been exposed to various levels of violence. We looked at
demographic factors as well as characteristics connected to work to see whether they may act
as possible modifiers of the connection between aggressive behavior and burnout. Higher
MBI scores were connected with a history of lifetime exposure to either verbal or physical
aggressiveness. In stepwise regression, having recently encountered verbal aggression and the
amount of symptoms experienced shortly after the worst episode were positively related with
higher MBI scores. There was an inverse correlation between having a job at a university
mental inpatient facility and one's MBI score. Only women showed a substantial correlation
between verbal aggressiveness and exhaustion, which was shown to be a negative outcome.

Renger et al., (2020) presented the effect of recognition encounters at work as a preventative
factor for burnout was carefully studied in the study. The researcher measured three types of
recognition from co-workers and supervisors ("achievement-based social esteem, equality-
based respect, and need-based care") via online questionnaires in two cross-sectional studies
with employees (N = 328 and N = 220), with burnout among employees as the outcome.
Study 1 used multiple regression analyses to provide preliminary evidence that employee
burnout was adversely correlated with both supervisor and colleague recognition. In addition,
Study 2 showed that while care and esteem were largely related to less depersonalization and
respect experiences to increased personal success, respect experiences were mostly related to
decreased emotional weariness.

Gupta, (2020) looked at how resilience and support networks among Indian female
professionals might buffer and modify perceptions of work-life conflict and burnout. In
Northern India, 270 female employees from a variety of industries, including retail, banking,
information technology/IT-enabled services, and hospitality, were polled. To provide enough
representation from all organizational departments, the research employed a stratified sample
technique. The direct effect was assessed using the structural equation approach, while the
mediation effects were tested using the indirect effects method. The findings demonstrated
that amongst female employees in India, support systems with resilience were shown to be
mediators and moderators of perceptions of work-life conflict and burnout.

Makhdoom, (2019) The purpose of this research was to determine whether or not high school
teachers who were experiencing burnout displayed any CWB. Constructions were measured
using the Maslach Burnout Inventory-ES (Maslach, Jackson, & Leiter, 1996) and the
Counterproductive Work Behavior Checklist-32 (Spector, Fox, Penney, Bruursema, Goh, &
Kessler, 2006). The research was conducted in two parts. Study Phase I aimed to translate the
scales from English to Urdu, and Study Phase II investigated the relationship between job
burnout (including mental exhaustion, reduced personal accomplishment, and
depersonalization) and CWB (withdrawal, abuse, and sabotage). Withdrawal and sabotage
were shown to be significantly positively predicted by emotional tiredness and
depersonalization, whereas abuse was significantly positively predicted by lower personal
accomplishment and depersonalization. We have also gone through some of the potential
drawbacks and outcomes.

Suganya, (2019) Utilizing the Maslach Burnout Inventory, the purpose of the study was to
determine the extent of job-related burnout experienced by software developers in Chennai. A
research study with a cross-sectional design was conducted out in order to determine the
extent to which 900 software engineers living and working in Chennai were experiencing
burnout as a result of their jobs. The Maslach burnout self-test was utilized in order to
conduct the burnout evaluation. In order to do statistical analysis on the data that was
provided, the Chi square test was [Link] assignment was performed on 38.8% of the
sample's females and 61.2% of its males. More women than men report having experienced
some level of moderate burnout. When comparing the levels of burnout experienced by
people with different work designations or burnout, there is no statistically significant
difference in the levels of burnout experienced. The number of women who suffer mild
burnout is higher than the number of males who do, according to a comparison of the two
genders, and this difference is statistically significant. When compared to their male
coworkers, a greater proportion of women who work in software are experiencing mild to
moderate burnout.

According to Chang et al., (2016) studied the idea of personal initiative (PI) and found that
perfectionists who go above and beyond their given duties and create and begin the
achievement of their own objectives also encourage innovative behaviour but may also
experience job burnout. In order to further perfectionism studies, the author uses a valid
matching sample of 112 team sets (112 supervisors as well as 437 members) to determine the
difference among the impact of healthy perfectionist tendencies (perfectionistic strivings) and
harmful perfectionist tendencies (perfectionistic concerns) on creative thinking and job
burnout and to test the moderating impact of team workplace friendship. The findings showed
that beneficial perfectionism is linked to creative problem-solving while detrimental
perfectionism is linked to burnout on the job; furthermore, high levels of teamwork and
camaraderie in the workplace bolster the positive association among healthy perfectionism
and creative problem-solving.

Pawlowski, [Link]., (2007)This researcher investigated the pervasiveness of burnout in the

information technology industry as well as its significant expenses. It does this by applying
the theory and methodology of social representations to examined how information
technology workers today make sense of burnout in the surroundings of their job and give
meaning to it. After doing content analysis on the transcripts of in-depth interviews with
twenty IT experts, the researcher was able to identified twenty-two important subjects
(concepts). In order to develop a social representations map depicting these experts'
perspectives on burnout, quantitative approaches were utilized. One of these ways was the
examination of similarity. This study made a significant contribution to the process of
developing a refreshed research agenda by identifying highly pertinent themes and specific
work settings that should be given emphasis in upcoming investigations.
In the study of Trinkenreich, Anxiety as well as mental disorders related to work are
frequently observed among individuals employed in the technology sector. The International
Journal of Social Sciences reports that software developers exhibit a significantly higher
propensity for experiencing fatigue, burnout, anxiety, as well as stress when compared to
other professions. The decline in mental health poses a significant risk to the welfare of
workers and the overall efficiency of organizations. In the current era of the "Great
Resignation," it is imperative for companies to establish a suitable equilibrium in cultivating
team cultures that facilitate optimal performance and employee involvement while avoiding
excessive stress and burnout, in order to retain developers . A corporate culture that fosters
psychological safety shared responsibilities, and innovative thinking has the potential to
enhance team performance. This is due to the fact that employees operating within such a
culture tend to feel more invested, driven, and accountable for the outcomes of their
respective teams. Previous studies on DevOps have established a clear correlation between
culture and reduced burnout, as well as the influence of culture on the delivery of software
performance, albeit as distinct factors.

2.3. Procrastination

Alberto (2023), The study focused on procrastination within DepEd - Davao del Norte
personnel as it was affected by perfectionism and failure phobia. With gathering information
from 369 educational and non-educational participants dispersed throughout 11 different
districts, which includes the division office, this qualitative, non-experimental study aims to
investigate which indicators of perfectionist tendencies and fear of inability influence
procrastination. It includes the use of correlation and regression analysis. Mean, Pearson r, as
well as linear regression analysis were implemented as statistical methods. Results showed a
moderate level of perfectionism across the variables of inflexible, self-critical, and
narcissistic perfectionism. Additionally, participants' moderate fear of failure was noted in
relation to their fears of an unknown future, significant others losing interest in them,
upsetting important others, suffering humiliation or embarrassment, and worry of having their
self-worth diminished. Additionally, it was found that employees did not procrastinate much
when it came to soldiering and cyber slacking. There is a correlation between the variables
perfectionism, procrastination, and failure fear. Procrastination is only predicted by the
domains of dread of crucial others losing interested and fear of losing one's sense of self-
worth.

Fandinga [Link]., (2023)SNS addiction has been the subject of several research since it is a
problem that has become increasingly prevalent in today's digital world. However, there are
several limitations to the studies that have previously been published, such as the paucity of
research connecting this type of addictions with procrastination. This study attempts to
examine the effects that using and being addicted to social networking sites may have on
someone's decision to adopt procrastination habits as well as how these ideas may affect the
user's three primary settings at work, home, and in their personal lives. The link between
frictions experienced in an individual's living surroundings (T-FWP) and how feasible it
would be to take a corrective solution, such as the decrease of usage, are also investigated
using the stimulus-organism-response (SOR) hypothesis. The 314 survey responses used to
collect the data for this study's findings revealed that procrastination adoption is driven by
SNS addiction, and both behaviors cause technological friction in users' lives, even though
procrastination had no discernible effects on the domain of family life. In terms of T-FWP
frictions, only stress experienced in the work domain had no major impact on the choice to
correct use, and, contrary to expectations, the state related to data overload actually reduced
the intent to reduce SNS use when it is experienced in the user's family life domain.

Liu, (2023) investigated whether there are several forms of employee procrastination in this
study. A total of 2258 full-time employees from multinational corporations (M = 40.32 years,
46.4% men) participated in the study. In order to investigate different categories of employee
procrastination, latent class analysis was used with 15 categorized adult procrastination
questions. The ability to distinguish between employee procrastination groups based on life
satisfaction & demographic factors (such as income) was investigated using multinomial
logistic regression. In terms of employee procrastination, the findings revealed three classes:
lowest procrastination category, lower procrastination category, and the most procrastination
group. Compared to the high procrastination group, group membership in several
procrastination groups was predicted by life fulfillment, and the likelihood that one had
children. To reduce procrastination among employees of multinational corporations,
preventative public policies and intervention techniques should enhance life satisfaction and
be customized for type-specific reasons (for example, high procrastination group).

He., (2021) Procrastinating at work is an escape behavior linked to unpleasant cognitive

experiences, and it has a significant detrimental impact on both individual and organizational
growth. The frequency of employees' work procrastination behavior can be reduced by
understanding the causes. This study examined the professional procrastination behavior of
individuals who were exposed to abusive supervision and developed a dual-moderated
mediation framework from the standpoint of cognitive appraisal theory. Our hypotheses are
supported by data gathered from 32 businesses in Shanghai, Beijing, Tianjin, and Chongqing,
totaling 378 validly submitted questionnaires. This finding has improved our understanding
of the behavior of job procrastination and offered useful guidance for preventing its
detrimental impacts.

Asio.,(2021) A pestilence that negatively impacts a person's work attitude and conduct is
procrastination. Along the way, the organization and its constituents will both suffer as a
result. This study evaluated the procrastination levels and demographic characteristics of a
sample of employees at a higher education facility in Central Luzon, the Philippines. The
research employed a descriptive-correlational design using an instrument that was a modified
version of a McCloskey (2011) questionnaire. In all, 70 people participated in the poll, which
employed convenience sampling. According to the survey, there were an equal number of
respondents from the office of administration and faculty. They are all male, between the ages
of 21 and 30, single, and have one to five years of experience. Additionally, judging on their
response, those surveyed frequently procrastinate. Additionally, there was a tangential
connection between civil status and procrastination. Age or civil status were also found to be
important predictors of procrastination by regression analysis. The study came to the
conclusion that certain demographic features influence an employee's procrastination
according to the aforementioned findings. Finally, the study made some important
recommendations that will help the firm and its people.
Kastiya.,(2020) looked at the causes of millennial workers' Internet addiction and tardiness at
the office. The impact of 20 characteristics, including Internet addiction or workplace
procrastination, were examined on millennial employees as part of the descriptive research
approach of the empirical study. The study involved 103 millennial workers as its sample.
Utilizing exploratory factor analysis (EFA), the selected factors causing workplace
procrastination have been decreased to three dimensions and the selected elements affecting
Internet addiction to two, respectively. The research hypotheses were tested using regression
analysis and Pearson's correlation. The study's respondents were millennial workers from
various corporate sectors. Internet addiction to social networking sites was discovered to be
positively associated with anxious workplace procrastination between millennial workers,
meaning that those surveyed who spent more time on different social media platforms
became more inclined to delay in performing their duties due to high level of anxiety. The
study had significant ramifications for millennial workers and their employers, and it
provided a basic framework for developing strategic measures to lessen Internet addiction so
that workers' performance at work can be enhanced.

[Link]., (2013)The price of procrastination, a self-regulatory failing, is up for

discussion. Here, we quantify its effects at work. We evaluated 22,053 people using an
Internet survey for their sex, employment position, length of work, income, degree of
occupational accomplishment, and procrastination. High levels of procrastination are linked
to lower wages, shorter employment tenures, and a higher chance of being unemployed or
working part-time rather than full-time. Additionally, procrastination plays a role in the
association between sex and these workplace characteristics. Since women often
procrastinate less than males, they obviously have an edge in the workforce. There should be
1.5 million fewer women employed full-time in the US alone if women procrastinated
equally to males. We also looked at procrastination at a job level to determine the reasons
behind it in the workplace. The findings provide significant evidence for the gravity effect:
procrastinators are less inclined to be retained in professions requiring higher levels of
inspirational abilities. There was some evidence to support the idea that work might
encourage procrastination. People who procrastinate frequently work jobs with lesser
intrinsic rewards.
Beheshtifar [Link].,(2011) The nature of the job, the workplace, and organizational behavior
changes would surely lead to a rise in the workers' occupational stress. Workplace distress is
an issue that results from interactions between individuals and their employment and is
defined by internal changes that cause individuals to depart from their typical functioning.
There are two prerequisites for effective stress management at work. Individual employees
have to be able to identify stresses and comprehend their effects, and companies must design
strategies for both stress relief and control. Procrastination is one of the things that
contributes to an increase in stress at work. Considered a self-handicapping activity,
procrastination causes lost time, poor performance, and higher levels of stress. Managers
must recognize the many factors and causes of procrastination and devise a strategy to
address them, even though procrastination can have a variety of repercussions on
organizational and individual effectiveness. It is advised that this study be conducted
experimentally so that the relationship between procrastination and stress at work may be
examined to see whether the results will hold true in future research.

2.4. Relationship between procrastination and Burnout

Kamaratih [Link] (2022) The purpose of this research was to determine if working students
have a higher rate of job burnout and academic procrastination. Probability sampling was
used to collect data from full-time students in this study. The Slovin formula was used to
count the 127 students in the population who attended the lecture at night in order to arrive at
a sample size of 96. The researchers in this study used a scale to collect their data, which they
evaluated with basic linear regression. This study's hypothesis testing revealed a correlation
between job burnout and academic procrastination among employed college students. The
significance level of the correlation between burnout at work and academic procrastination
among working students is 0.001 (sig 0.05), which suggested that there is a significant
relationship between the two variables. Academic procrastination increases as students'
weariness at work does, and vice versa.

Arenas [Link]., (2022) The purpose of this study was to examine the relationship between
present work style and burnout and procrastination in a representative sample of Brazilian
employees affected by the COVID-19 epidemic. Data from a 2020 online poll were utilized
for this cross-sectional analysis. There were 435 employees total. Both burnout and
procrastination were measured using the Copenhagen Burnout Inventory and the Irrational
Procrastination Scale. There was no distinction between WFH and in-person workers in terms
of burnout symptoms. Procrastination was more prevalent in the WFH group, though. Female
gender, higher childcare demands, and living with children less than 12 years old were all
related with clinically significant levels of burnout. In ideal circumstances, WFH may offer
more benefits than drawbacks. Work-family conflicts, especially among women with young
children, appeared to be a major source of stress for WFH employees.

2.5. Critical analysis of reviewed literature

Procrastination

The aforementioned articles offer significant perspectives on the subject matter of burnout
and mental health across diverse professional settings. The aforementioned studies provide
insights into the professional experiences of individuals in various fields, including software
engineering, autism support work, mental health practice, female professionals in India, high
school teaching, and software development. The research underscores the adverse
consequences of burnout on both individuals and organizations, underscoring the imperative
of prioritizing mental health in the workplace.

Primarily, certain studies may have restricted sample sizes, potentially impeding the
generalizability of the results. Moreover, it is possible that there exist cultural or contextual
variations among the investigations, given that they concentrate on diverse geographic
regions and sectors. The variations in these factors may have an impact on the incidence of
burnout and the efficacy of coping strategies.

Moreover, the aforementioned studies offer valuable perspectives on the correlation between
diverse elements such as recognition, support networks, and perfectionism, and the
occurrence of burnout. Nevertheless, it is imperative to recognize that burnout is a
multifaceted phenomenon that is affected by numerous individual, organizational, and
societal factors. The research primarily centers on individual-level variables and coping
strategies, with comparatively less attention given to organizational interventions and
systemic modifications that can efficaciously tackle burnout.

Furthermore, scholarly articles frequently depend on self-report assessments, which may

exhibit subjectivity and susceptibility to bias. The utilization of objective measures, such as
physiological indicators or behavioral observations, may offer a more all-encompassing
comprehension of burnout.

Burnout

In a nutshell, the studies that were reviewed have provided insight into various facets of
procrastination within professional environments. The text emphasizes the adverse effects of
procrastination on both individuals and organizations, while also examining the underlying
factors that contribute to this behavior. The research investigates various factors, including
perfectionism, fear of failure, addiction to social networking sites, level of life satisfaction,
abusive supervision, demographic features, addiction to the Internet, and occupational stress,
in connection with the phenomenon of procrastination.

In general, the results indicate that procrastination is a widespread concern that has the
potential to adversely affect one's occupational efficacy, personal welfare, and professional
opportunities. The inclination to procrastinate may be influenced by various factors,
including but not limited to perfectionism, apprehension of failure, addiction to social
networking sites, and workplace elements such as abusive supervision. Procrastination
behavior may be influenced by demographic factors, such as age and civil status. The
research highlights the significance of comprehending and remedying procrastination as a
means to enhance personal and institutional results.

Relationship between procrastination and Burnout

Both findings add to our understanding of how procrastination and burnout are connected to
issues at work. The results emphasize how crucial it is to take into account workplace
pressures like burnout and work-family conflicts in connection to procrastinating tendencies.
It is important to recognize the research’s shortcomings, which include their use of self-report
measures, limited sample numbers, and difficulty to prove causal correlations. In order to
give more solid and thorough insights into the complex dynamics between work, burnout,
procrastination, and their effects, future research should strive for bigger, more varied
samples and employ longitudinal methods.

Based on a review of the relevant literature, a substantial body of research has been
conducted regarding the phenomena of procrastination and burnout. However, the
predominant focus of these investigations has been on workplace environments such as
offices and medical establishments, with a limited representation of individuals employed
within the IT sector. The present study seeks to investigate the potential relationship between
burnout and procrastination in the information technology industry, with a particular focus on
evaluating employees' perceptions. Additionally, the study aims to explore potential gender
differences in this association. It is hypothesized that procrastination may contribute to
burnout and that this phenomenon may be more prevalent in the IT sector.

2.5. Conclusion: paste from chpter 2

As per the review from the available literature shows that their were many studies done on
procrastination and burnout but most study done on workplace not included employees of IT
sector. So, this study tries to find out the relationship between procrastination and burnout
among the IT employees.