The Dark And Bright Sides Of Work Connectivity Behavior After-hours On Work Engagement

With the rapid development of communication technology and Internet technology,the era of interconnection has come.The forms and working methods of employees’ participation in work have undergone subversive changes.Work is no longer limited to the inherent work domain.It is common for employees to deal with work-related things in non work domains.The impact of non working time work connectivity behavior on employees’ work engagement usually has both advantages and disadvantages.Most of the previous studies are from a single perspective,only from the positive or negative aspects of work connectivity behavior in non working hours.The lack of comprehensive perspective makes the existing conclusions slightly weak in explaining the real management phenomenon.In addition,as an important psychological cognitive state of employees,work engagement is an important leading factor for employees to produce a series of organizational behaviors such as innovation behavior and job performance.Therefore,it is necessary to clarify the action mechanism and boundary conditions of work connectivity behavior in non working hours on work engagement.Specifically,based on the Job Demands-Resources Model and on the basis of previous mature research,this paper uses the integrated perspective of positive and negative to explore the dark and bright sides of work connectivity behavior on work engagement.In the study,work autonomy is selected to represent the "sword of benefit" of work connectivity behavior in non working hours,and role stress is selected to represent the "sword of injury" of work connectivity behavior in non working hours.In view of the lack of discussion of personal trait resources in the work requirement resource model,this paper introduces initiative personality as a regulatory variable into the study,Thus,a theoretical model of mediated effect is constructed.Through the questionnaire collection in two periods,398 valid questionnaires were finally obtained.The statistical analysis software was used to test the reliability and validity,correlation and research hypothesis,The conclusions are as follows:(1)active personality and role stress play a mediating role between non working time work connectivity behavior and work engagement respectively;(2)active personality positively regulates the positive predictive effect of non working time work connectivity behavior on work autonomy and negatively regulates the positive predictive effect of non working time work connectivity behavior on role stress;(3)Active personality positively regulates work autonomy and negatively regulates role pressure.Based on the research conclusion,this study puts forward management optimization countermeasures from the perspectives of enterprise managers and employees.First,enterprise managers should focus on the negative effects caused by work connectivity behavior in non working hours,reduce the negative effects of negative effects through humanized subjective intervention,and strengthen employees’ initiative personality traits through training and other means;Second,employees need to face up to the work opportunities brought by work connectivity behavior in non working hours,turn passivity into initiative,accept this new work situation optimistically and actively,and through measures such as pressure release reduce the negative impact of work connectivity behavior in non working hours on themselves.