Resource Gain and Cross-Domain Spillover: How Work Connectivity Behavior After Hours Sustains Work Engagement.

Guangli Lu, Yingfei Li, Jinfeng Li, Chaoran Chen

Abstract read

In one paragraph

Article in Behavioral sciences (Basel, Switzerland), 2026. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Not yet cited in PubMed.

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1 · What the graph read from it

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0 citing papers in PubMed.

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4 · The record

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5 · Who and what money

Authors and funding

4 authors.

Guangli LuSchool of Business, Henan University, Jinming Avenue, Kaifeng 475004, China.

Yingfei LiSchool of Business, Henan University, Jinming Avenue, Kaifeng 475004, China.

Jinfeng LiSchool of Business, Henan University, Jinming Avenue, Kaifeng 475004, China.

Chaoran ChenInstitute of Nursing and Health, School of Nursing and Health, Henan University, Jinming Avenue, Kaifeng 475004, China.

Funding

No grant is acknowledged in the PubMed record.

6 · The paper itself

Abstract

With the widespread adoption of information technology, work connectivity behavior after hours has become a common phenomenon in organizations, yet its potential positive effects on employees remain to be explored. Guided by Conservation of Resources theory and integrating the Job Demands-Resources model with the Work-Home Resources model, this study integrated work and family domains to investigate how work connectivity behavior after hours influences work engagement from a resource perspective. Analysis of data from 327 Chinese employees revealed a positive association between work connectivity behavior after hours and work engagement. This relationship was found to be mediated by employees' thriving at work and their experience of work-family enrichment. Furthermore, workplace mindfulness was found to moderate the association between work connectivity behavior after hours and thriving at work, as well as the strength of the overall indirect pathway to work engagement. These findings not only extend the current literature on work connectivity behavior after hours but also provide novel perspectives for organizations to effectively manage such connectivity beyond working hours.

Indexed as

thriving at workwork connectivity behavior after-hourswork engagementwork-family enrichmentworkplace mindfulness

Identifiers

PMID41750063

DOI10.3390/bs16020254

PMCPMC12937893

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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.