Interpersonal Dynamics of Authentic Leadership: Effects on Support Perception and Workplace Procrastination

(1) Background: Workplace procrastination leads to missed deadlines and financial losses, necessitating a deeper understanding of its risk factors and inhibitors for effective interventions. This study aims to bridge the significant gap in the literature regarding the effects of Authentic Leadership (AL) on workplace procrastination behaviors, including soldiering and cyberslacking. AL, as a positive leadership style, is proposed as a key factor in mitigating procrastination by fostering a supportive work environment. Specifically, this research examines how AL impacts procrastination through two psychosocial risk factors—lack of supervisor support and lack of workgroup support—which are hypothesized to mediate this relationship. (2) Methods: Data were collected from 738 employees (62.9% women) who completed a survey. Partial least squares structural equation modeling was conducted to explore the direct relationship between AL and procrastination, and indirect relationships through support. (3) Results: The findings indicate that AL negatively impacts procrastination behaviors, with stronger effects on soldiering compared to cyberslacking. AL is also negatively associated with perceptions of a lack of support from both leaders and workgroups, with a stronger influence on leader support. Both lack of leader and workgroup support significantly predict soldiering but not cyberslacking. (4) Conclusions: This study highlights AL’s potential to mitigate workplace procrastination by reducing perceptions of insufficient support. Organizations should focus on AL training to promote leader authenticity and supportiveness while fostering strong support networks within workgroups to enhance productivity and reduce procrastination behaviors. These findings also contribute to understanding AL’s role in addressing workplace counterproductive behaviors.