The Impact Of Work Connectivity Behavior After-hours On Employee Well-being:A Moderated Mediation Model

With the development of economic globalization and the transformation and upgrading of China’s social economy,enterprises are facing a more complex internal and external environment.The development of information interaction technology has given birth to a new way of working connectivity behavior after-hours,that is,using portable communication devices to stay connected with work during non-working hours across time and space boundaries.Working connectivity behavior after-hours blurs the clear boundary between work and non-work,making employees still in a state of coping with work stress after get off work,which may have a negative impact on employees’ emotional experience.Therefore,it is of practical significance to explore the impact of Working connectivity behavior after-hours on employee well-being.Based on the context of Chinese corporate management and on the basis of resource conservation theory and stressor-detachment model,this research explored the impact of working connectivity behavior after-hours on employee well-being and its effect mechanism with a sample of 319 corporate employees.Work Connectivity Behavior After-hours Scale,Employee Well-being Scale,Psychological Detachment Scale as well as the Neuroticism Subscale of the Chinese Big Five Personality Simplified Version Questionnaire were adopted to collect data.And then use SPSS22.0 software stepwise regression analysis to construct a moderated mediation model.The result indicates that(1)significant differences were found among age,marital status,nature of units and position in employee well-being;(2)work connectivity behavior after-hours significantly predicted employee well-being negatively;(3)psychological detachment played a mediating role between work connectivity behavior after-hours and employee well-being;(4)Neuroticism positively moderated the relationship between psychological detachment and employee well-being such that this relationship is stronger when neuroticism is higher rather than lower,which supports the positively moderated effect of psychological detachment on the indirect effect of work connectivity behavior after-hours on employee well-being through volition.Thus,the moderated mediation model constructed in this study is established.Theoretically,the study enriches the empirical research based on the stressor-detachment model to some extent and explored the influence mechanism ofworking connectivity behavior after-hours on employee well-being.From a practical point of view,the results of the study also provide suggestions for organization and individuals on how to promote employee well-being.