Research On The Impact Of Non-working Time Work Connected Behavior On Job Performance

As the wave of the technological era continues to advance,mobile office communication tools,with smartphones and ultra-thin laptops as the mainstream,have fully penetrated into the work of employees,and the boundaries between the work and life domains continue to blur.This non-working time work connected behavior has become a norm,and as a cross-domain communication phenomenon,it makes employees move between the work and home domains,and how this behavior has an impact on the work interface and home interface of enterprise employees The impact of this behavior on the work interface and the family interface has attracted a great deal of attention from both theoretical and practical circles.In the work interface,scholars have explored the effects of non-working time work connectivity behaviors on job burnout and job well-being,especially on job performance;most of the related studies have explored the mechanisms of their effects through the sense of work control and psychological attachment,while psychological disengagement,as one of the dimensions of recovery experience,can better portray the state of employees when they cross boundaries;in addition,as culture continues to flourish and personal traits become more prominent,self-efficacy,as a personality trait that can significantly distinguish others,has received extensive attention in studies related to the work interface and the family interface.Scholars have mostly uncovered the "black box" of the effects of non-work time work connectivity behaviors on work and family interfaces from a single perspective,either positive or negative.However,a few scholars have offered different perspectives on this issue.They point out that out-of-hours work connectivity may have complex non-linear effects on employees’ work interfaces.Therefore,this study explores the nonlinear relationship between non-work time work connectivity behaviors and job performance by using job performance as an outcome variable,introducing psychological disengagement as a mediating variable,and using self-efficacy as a boundary condition.Specifically,from the perspective of the job requirement-resource model,this study deciphers off-time work-linked behaviors through both challenging stressors and hindering stressors to explore the impact of off-time work-linked behaviors on employees’ job performance.Meanwhile,to further explore individual resource changes in the context of off-time work-linked behaviors,this study introduces the recovery experience dimension variable to verify the effect of psychological In addition,based on resource conservation theory,this study investigates the moderating role of self-efficacy in the relationship between psychological disengagement and job performance from the perspective of individual resource investment by introducing self-efficacy as a moderating variable.This study analyzed the 316 valid questionnaire data collected using statistical-econometric analysis software(SPSS24.0,Stata)and used hierarchical regression analysis to verify the research hypotheses,and finally obtained the following main conclusions:(1)there is an inverted U-shaped relationship between non-working time work-linked behavior and job performance;(2)non-working time work-linked behavior has a negative effect on psychological disengagement;(3)There is an inverted U-shaped relationship between psychological disengagement and job performance;(4)Psychological disengagement mediates the relationship between non-work time work-linked behaviors and job performance;(5)Self-efficacy has a moderating effect between psychological disengagement and job performance,i.e.,the inverted U-shaped curve between psychological disengagement and job performance is flatter for employees with higher self-efficacy.Based on the findings of this study,we propose the following practical implications for this study at both individual and organizational levels: managers can develop appropriate connectivity norms to improve work efficiency based on corporate culture,and build a good working atmosphere with a dual orientation of care and responsibility;employees can make full use of the advantages of communication tools to enrich work resources based on the correct perception of non-work time work connectivity behaviors,and strengthen their own psychological quality to improve resilience.Employees can make full use of the advantages of communication tools to enrich their work resources and strengthen their psychological quality,improve their stress resistance and handle work affairs with positive emotions.