ArticleBehavioral sciences (Basel, Switzerland)2023
Different Results from Varied Angles: The Positive Impact of Work Connectivity Behavior After-Hours on Work Engagement.
Article in Behavioral sciences (Basel, Switzerland), 2023. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 5 papers.
What it found
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Who cites it
5 citing papers in PubMed.
- Resource Gain and Cross-Domain Spillover: How Work Connectivity Behavior After Hours Sustains Work Engagement.Behavioral sciences (Basel, Switzerland) · 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
- Exploring the Impact of After-Hours Work Connectivity on Employee Performance: Insights from a Job Crafting Perspective.Behavioral sciences (Basel, Switzerland) · 2024Article
- Social media use for work during non-work hours and turnover intention: the mediating role of burnout and the moderating role of resilience.Frontiers in psychology · 2024Article
Corrections and comments
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Authors and funding
5 authors.
Funding
Abstract
With the development of communication technology and the COVID-19 pandemic, it has become increasingly common for employees to maintain work connectivity after-hours, which has a significant impact on their psychological state at work. However, most of the existing studies have not reached a consensus on the impact of work connectivity behavior after-hours on employees' psychological state at work, and the existing studies have led to theoretical and practical disagreements. Based on the Job Demands-Resources model, we built a two-path model of work autonomy and emotional exhaustion to explore the impact of work connectivity behavior after-hours on work engagement. In addition, we compared the differences between different workplace statuses (managers and ordinary employees). Through surveys and analyses of 257 employees, the results show that work connectivity behavior after-hours positively impacts employees' work engagement by increasing managers' work autonomy and reducing ordinary employees' emotional exhaustion. This study not only reveals that work connectivity behavior after-hours positively affects work engagement but also illustrates the differences in impact between managers and ordinary employees; these findings contribute to the development of a consensus on the influence of work connectivity behavior after-hours on employees' psychological state at work, which provides insights for organizations seeking to manage work connectivity behavior after-hours, for example, by adopting different connectivity management strategies for employees with different workplace statuses.
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Registered trials
Read under generation 80e0d062 · epoch 390. Bibliography from PubMed, PubMed Central and OpenAlex; grants from NIH RePORTER; trial links from ClinicalTrials.gov; estimates, votes and beliefs from the OpenQuestion graph.