Exploring The Path Influencing Mechanism Of Flextime On Employees’ Organizational Citizenship Behavior

In order to bring employees’ superiority into full play in the workplace,organizations make family-friendly policies,for example,allowing employees arrange work by using flextime.Flextime can bring employees more control and coordination of their work,at the same time,because the employee gain support and help from organization,they are willing to give back to the organization and contribute extra strength to the survival and development of the organization.Organizational citizenship behavior(OCB)is an extra-role behavior,which can increase the profit of the organization.At the same time,OCB is a multidimensional concept,which need to be discussed at different levels of interpersonal dimension and individual dimension.Most of the previous studies focused on the positive effects of flextime.However,while flextime provides safety and convenience for organizations and employees,the negative effects of flextime on interpersonal relationship gradually emerge and deserve our attention.Therefore,this study analyzes the "double-edged sword" effect of flextime on OCB from interpersonal perspective and individual perspective,and explores the dual-path influencing mechanism of flextime on employee’ OCB.COR holds that energy is an important resource,and flextime can be used as a conditional resource to create conditions for individuals to obtain energy resources.SET lays a theoretical foundation for establishing different social exchange relations and OCB between employees and the whole organization as well as specific individuals within the organization.The research results of OCB also confirm that employees will selectively direct their OCB to specific individual or organization.Therefore,this study focuses on how flextime affects the two dimensions of OCB : OCBI and OCBO through relationship energy of interpersonal perspective and individual energy of individual perspective.At the same time,with the continuous development of social and economic,the structure of labor force is changing gradually in the market,and the proportion of dualearner households is also increasing,this means that both men and women now play important roles at home and at work,and the performance of different genders at work is different,based on this,we think that gender will as an moderator variable in this study.Firstly,we systematically comb out the concepts,relevant research and measurement methods of flextime,relationship energy,individual energy and OCB by document analysis method,and find the appropriate measurement scales.The scales used in the questionnaire were all developed in empirical studies published in international top journals.Two-way translation was adopted to restore the original scale as far as possible and ensure that subjects could clearly understand the content of the scale.Secondly,the questionnaire is distributed online and sent to the platform users in the form of electronic questionnaire through the research platform.The subjects who fill in the questionnaire will receive money as reward.Finally,the time-point data were adopted in this study.The questionnaires were distributed into three time points(T1,T2 and T3),with an interval of one month between each time point.The subject who were adopted will receive next questionnaires one month later,and finally 253 valid questionnaires were obtained.After,we analyze the data by using SPSS and Mplus to test the reliability、validity and common method bias of the questionnaire,then to test the correlation between variables,the mediating effect and the moderating effect.Based on the empirical study,the results show that: a.Flextime has a negative impact on relationship energy;b.Flextime has a positive effect on individual energy;c.Relationship energy has a positive impact on OCBI;d.Individual energy has a positive impact on OCBO;e.Relationship energy plays a mediating role between flextime and OCBI;f.Individual energy plays a mediating role between flextime and OCBO;g.The moderating effect of gender was not significant.According to the above conclusions,this paper provides suggestions for the organizations,managers and employees respectively.Organizational level:providing positive working conditions and supporting employees’ work and development;Management level: pay attention to the different energy states of employees at work and take effective measures to solve the problems in time;Individual level: build a harmonious interpersonal relationship with colleagues and maintain positive work state.The innovations of this paper include the following three points: a.Previous studies on flextime mainly focused on its positive side,ignoring the negative effects.It is of great theoretical significance and practical value to explore the different effects of flextime on OCB from multiple perspectives;b.OCB is a multidimensional concept,the inducing factors of each dimension are different,it is necessary to discuss this mechanism;c.The formation mechanism of different energy resources is different.Therefore,it is important to explor the mediating effect of two type energy resources of relationship energy from interpersonal perspective and individual energy from individual perspective,and analyze the path influencing mechanism of flextime on the two dimensions of OCB at different levels.