ArticleFrontiers in psychology2022
Can't Disconnect Even After-Hours: How Work Connectivity Behavior After-Hours Affects Employees' Thriving at Work and Family.
Article in Frontiers in psychology, 2022. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 15 papers.
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Who cites it
15 citing papers in PubMed.
- Assessing the antecedents behind after-hours work in teleworkers: a scoping review.Journal of public health (Oxford, England) · 2026Article
- Resource Gain and Cross-Domain Spillover: How Work Connectivity Behavior After Hours Sustains Work Engagement.Behavioral sciences (Basel, Switzerland) · 2026Article
- Empowerment approach or burden avoidance? How and when leaders' after-hours electronic communication expectations influence subordinates' job crafting.Frontiers in psychology · 2026Article
- The Dual Effects of Work Connectivity Behavior After-Hours on Employee Behaviors: Balancing Psychological Job Control and ICT Anxiety.Behavioral sciences (Basel, Switzerland) · 2025Article
- The Impact of Work Connectivity Behavior on Employee Time Theft: The Role of Revenge Motive and Leader-Member Exchange.Behavioral sciences (Basel, Switzerland) · 2025Article
- Differential Effects of Proactive and Reactive Work Connectivity Behavior After-Hours on Well-Being at Work: A Boundary Theory Perspective.Behavioral sciences (Basel, Switzerland) · 2025Article
- Exploring the Impact of After-Hours Work Connectivity on Employee Performance: Insights from a Job Crafting Perspective.Behavioral sciences (Basel, Switzerland) · 2024Article
- Different Results from Varied Angles: The Positive Impact of Work Connectivity Behavior After-Hours on Work Engagement.Behavioral sciences (Basel, Switzerland) · 2023Article
- The spillover effect of work connectivity behaviors on employees' family: Based on the perspective of work-home resource model.Frontiers in psychology · 2023Article
- The effect of family boundary flexibility on employees' work engagement: a study based on person-environment fit theory perspective.Frontiers in psychology · 2023Article
- The influence of the COVID-19 pandemic on work connectivity behavior.Frontiers in psychology · 2023Article
- Information and communication technologies-assisted after-hours work: A systematic literature review and meta-analysis of the relationships with work-family/life management variables.Frontiers in psychology · 2023Review
- Impact of Job Demands on Employee Learning: The Moderating Role of Human-Machine Cooperation Relationship.Computational intelligence and neuroscience · 2022Article
- Research on the consequences of employees' unethical pro-organizational behavior: The moderating role of moral identity.Frontiers in psychology · 2022Article
- Effects of human-machine interaction on employee's learning: A contingent perspective.Frontiers in psychology · 2022Article
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Authors and funding
3 authors.
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No grant is acknowledged in the PubMed record.
Abstract
As more organizations adopt telecommuting or working from home, the work-connected behavior of their employees during non-working hours increases, weakening the boundary between work and family. However, no study has clearly identified whether and how work connectivity behavior after-hours (WCBA) affects employees' work and family status. Therefore, using role theory, we explored the mechanisms by which WCBA affects employees' thriving at work and family through work-family enrichment and work-family conflict, and compared the impact of different levels of support for family members on work-family enrichment and conflict, using the Johnson-Neyman method. Our analysis of two-wave data from 257 employees led to the following findings. (1) WCBA had a positive impact on thriving at work, but not on family. (2) There is a 'double-edged sword' effect on the impact of WCBA on thriving at work, meaning that work-family enrichment can positively influence thriving at work and negatively influence work-family conflict. (3) There is a double-edged sword effect on the impact of WCBA on thriving at family, meaning that work-family enrichment can positively influence thriving at family and negatively influence work-family conflict. (4) The support of family members moderates the double-edged sword effect between WCBA and thriving at work, in that it can strengthen the positive effects of work-family enrichment (below 3.32 points or above 4.19 points) and weaken the negative effects of work-family conflicts (below 4.28 points). (5) Support from family members reinforces the positive impact of work-family enrichment (above 3.46 points) on thriving at family. Thus our study reveals the mechanisms by which WCBA affects the thriving at work and family of employees, and identifies potential methods for managing different levels of work-family enrichment and work-family conflict from the perspective of family member support.
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