The Double-Edged Sword Effect Of Work Connectivity Behavior After-Hour On Employee Initiative Behavior

Due to the rapid development of mobile communication devices,it is becoming more and more common for employees to stay connected to their work at all times during off-hours,and the completion of work tasks can transcend the limitations of fixed office space and office equipment,so much so that the dynamic between work and life is completely different from before-“ connected ”.This behavior of staying connected to work during non-working hours has attracted extensive attention and research from scholars both at home and abroad due to its prevalence.Regarding its impact effect,the academic community,on the one hand,believes that this behavior is conducive to the strengthening of teamwork,the improvement of work efficiency and the increase of corporate performance,helping employees to balance work and life better,and allowing them to deal with work flexibly;on the other hand,as the behavior becomes more popular,some disadvantages can gradually emerge.For example,it has becoming normal for employees to deal with work matters during non-working hours,and invisible overtime makes employees enjoy the advantages of technological convenience while experiencing certain depletion of their own resources,their work-family balance is broken,emotional exhaustion is enhanced,and work fatigue is increased.In this contradictory situation,it will have a "double-edged sword" effect on employees’ proactive behavior,but through what mechanism and boundary conditions need further exploration.Therefore,it is of great theoretical and practical importance to study the effects and mechanisms of work-connected behavior after-hour on employees’ proactive behavior.This study takes the job requirement-resource model as the theoretical basis,integrates the negative and positive perspectives of previous studies on the effects of non-work time work connectivity behaviors,and creatively uses work regurgitation(emotional regurgitation,problem solving contemplation)as a mediating variable and developmental supervisor feedback as a moderating variable to investigate the effects of non-work time work connectivity behaviors on employees’ proactive behaviors.The study investigated the "double-edged sword" effect of non-time work connectivity on employees’ proactive behavior and the specific influence mechanism and boundary conditions.In terms of experimental design,this study chose to distribute paper questionnaires to obtain employee data,and conducted mathematical statistics and analysis on the 360 questionnaires collected through SPSS,AMOS software to explore how non-work time work connectivity behavior affects employees’ proactive behavior by influencing work regurgitation with the help of the work requirement-resource model.The "double-edged sword" effect was found.It was concluded that(1)non-time work connectivity positively affects work rumination.(2)Non-working time work-linked behaviors negatively affect employees’ proactive behaviors by positively influencing emotional rumination,and negatively affect employees’ proactive behaviors by positively influencing problem-solving rumination,and positively affect employees’ proactive behaviors.(3)Developmental feedback from superiors negatively moderated the mediating role of emotional rumination between non-time work-linked behaviors and employee-initiated behaviors;developmental feedback from superiors positively moderated the mediating role of problem-solving contemplation between non-time work-linked behaviors and employee-initiated behaviors.