The present study aimed to examine the relationship between national culture and organizational innovation, sustainable leadership (SL), and leaders’ consideration of future consequences (CFC), based on Hofstede’s cultural dimensions. An online survey was developed and sent out to employees of private organizations located in Greece and Sweden. Analysis of the data collected from 133 participants indicated that: (a) national culture is marginally significantly associated to perceived workplace innovation; (b) national culture is not significantly related to SL based on employees’ perceptions; and (c) national culture is not significantly related to perceived leaders’ CFC. Contrary to previous research that examined the culture-innovation relationship on a national level, the results of this study suggest that national culture is not strongly related to organizational level innovation, although it is significantly related to two of its examined dimensions: creativity and lack of organizational impediments. Moreover, the results indicated that SL and leaders’CFC are not significantly related to national culture, although four of the dimensions of SL varied significantly between the two examined countries. Practical implications, limitations of the study and future suggestions are discussed.

The present study looks into examining if an employee’s consideration of future consequences or cultural values better predict their procrastination at work. A total of 253 participants from various parts of the globe were examined via an online survey utilizing the Considerations of Future Consequences Scale (Strathman et al., 2013), Behavior Identification Form (Vallacher & Wegner, 1989), CVScale for cultural values (Yoo et al., 2011), and Irrational Procrastination Scale (Steel, 2010). Work procrastination was found to be negatively correlated to consideration of future consequences, where those with higher levels of consideration of future consequences were found to have lower levels of work procrastination. In addition, more abstract or high-level personal agency was found to be positively correlated to consideration of future consequences and negatively correlated to work procrastination. Furthermore, a positive relationship was found between work procrastination and the cultural values of masculinity and power distance, where those with higher levels of these cultural values had higher levels of work procrastination. Lastly, consideration of future consequences was found to be a better predictor for work procrastination than cultural values. Possible explanations of the results are discussed, limitations of the study are mentioned, and recommendations for future studies are suggested.

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The present study deals with the predictive role of past and future self-continuity on procrastination at work. Self-continuity refers to how connected individuals feel to their past and future selves. Procrastination at work is a common issue with negative consequences for individuals and organizations. Previous research has shown a relationship between procrastination in the academic context and future self-continuity. Individuals with lower levels of future self-continuity are more likely to procrastinate because they perceive their future selves as strangers. The present study examines both past and future self-continuity in relation to procrastination in the workplace, rather than focusing on the academic domain. We collected quantitative data using an online questionnaire to answer the research questions. The results showed that both, past and future self-continuity, significantly predicted procrastination at work. Past self-continuity proved to be a stronger predictor than future self-continuity. Even after controlling for conscientiousness, past self-continuity robustly predicted procrastination at work. The mediation analysis did not show significant results for consideration of future consequences as a mediator. These findings emphasize the importance of considering individuals' connections to their past selves in understanding procrastination at work. They underscore the need for interventions that promote reflection on past experiences and goal setting to reduce procrastination tendencies. Our study provides new insights into self-continuity and procrastination in an organizational context and initiates future research and practical interventions.

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The present study examines General Deterrence Theory (GDT) and its "parent," Rational Choice Theory (RCT), in an information security setting, assessing the behavioral intent to violate organizational policy under varying levels of certainty, severity and celerity of negative sanction. Also assessed is the individual computer user's time orientation, as measured by the Consideration of Future Consequences (CFC) instrument (Strathman et. al, 1994). How does rational consideration of violation rewards influence the impact of sanctions on individuals? How does time orientation impact intent to violate security policy? How do these operate in an IS context? These questions are examined by assessing the responses of university students (N = 443) to experimental manipulations of sanctions and rewards. Answering vignettes with the factorial survey method, intent to violate is assessed in a setting of Internet piracy of electronic textbooks while being monitored by computer security systems. Findings show that, although traditional GDT variables and reward impact intent to violate, CFC does not cause the hypothesized moderating effect on these variables. However, post-hoc analysis reveals a direct effect of time orientation on behavioral intent, as well as a weak moderating effect opposite of the hypotheses, indicating increased time orientation positively moderates, rather than negatively moderates, the impact of reward on intent to violate. Implications for theory and practice, and future research directions, are discussed.