ArticleFrontiers in psychology2023
The spillover effect of work connectivity behaviors on employees' family: Based on the perspective of work-home resource model.
Article in Frontiers in psychology, 2023. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 9 papers.
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Who cites it
9 citing papers in PubMed.
- Resource Gain and Cross-Domain Spillover: How Work Connectivity Behavior After Hours Sustains Work Engagement.Behavioral sciences (Basel, Switzerland) · 2026Article
- Perpetual connectivity as digital labor: a conceptual reframing of the always-on work culture.Frontiers in public health · 2026Review
- Nursing Practice Environment, Work-Family Conflict, and Turnover Intention Among Female Nurses With Children Under 18 years of Age in Japan: A Nationwide Cross-Sectional Study.Journal of nursing management · 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
- The effect of family boundary flexibility on employees' work engagement: a study based on person-environment fit theory perspective.Frontiers in psychology · 2023Article
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4 authors.
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Abstract
With the rapid development of mobile communication technology, work connectivity behaviors are becoming increasingly pervasive, which has gradually attracted extensive attention from scholars and practitioners. According to the work-home resource model, we propose a theoretical model that proactive/passive work connectivity behaviors induce family harmony through self-efficacy and ego depletion, and we explore the moderating role of family support in this relationship. Based on survey data collected from 364 questionnaires using a three-wave time-lagged design, the results show that: (1) Proactive work connection behaviors have a negative effect on family harmony; Passive work connection behaviors have a negative effect on family harmony. (2) Self-efficacy plays a suppressing role in the relationship between proactive work connection behaviors and family harmony. (3) Ego depletion plays a mediating role in the relationship between passive work connectivity behaviors and family harmony; (4) Family support not only positively moderates the relationship between proactive work connectivity behaviors and self-efficacy, but also moderates the suppressing effect of proactive work connectivity behaviors on family harmony through self-efficacy; (5) Family support not only negatively moderates the relationship between passive work connectivity behaviors and ego depletion, but also moderates the mediating effect of passive work connectivity behaviors on family harmony through ego depletion. The above results can broaden our understanding of the effect of work connectivity behaviors and provide some inspiration for how to optimize the management strategy of employees' work connectivity behaviors.
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