| The application of mobile communication tools in organizations can help us get rid of the constraints of office space and enhance the flexibility of work.However,if the organization uses it improperly,it may magnify the disadvantages of this way of working,resulting in more harm than good.High frequency work connectivity behavior after-hours is a typical manifestation of improper use of mobile communication tools in many organizations at present,but because it often occurs during employees’ non-working hours,organizations will ignore its impact.Therefore,it is of great practical significance to study the influence of this behavior.On the other hand,manufacturing industry of our country is currently in an important stage of development and transition.Development needs technology to promote,therefore,manufacturing technology employee proactive behavior has great significance to build a solid foundation of our economy and accelerate the dream of scientific and technological power.Due to changes in the industry environment,technical employees in the manufacturing industry may be less adaptable to work connectivity behavior after-hours than those who have been in the blurred work-life boundary for a long time,such as nurses,police officers and sales,which means that work connectivity behavior after-hours may have a greater impact on them.Therefore,supported by conservation of resources theory and affective event theory,this study studied the influence of work connectivity behavior after-hours on the proactive behaviors of technical workers in manufacturing industries,analyzed the mediating role of job alienation between them and the moderating role of temporal leadership,and tested the moderating mediation model effect of this study.A total of 324 valid questionnaires were collected in this study,which were analyzed and verified by statistical software SPSS25 and AMOS28,and the following conclusions were reached:(1)Work connectivity behavior after-hours has a significant negative impact on the proactive behaviors of technical employees in manufacturing.(2)Work connectivity behavior after-hours has a significant positive effect on work alienation.(3)Job alienation has a significant negative impact on the proactive behavior of technical employees in manufacturing industry.(4)Job alienation plays a mediating role in the relationship between work connectivity behavior after-hours and proactive behaviors of technical workers in manufacturing.(5)Temporal leadership moderates the relationship between work connectivity during non-working hours and work alienation.That is,the higher the level of temporal leadership,the weaker the negative effect of work connectivity behavior after-hours on work alienation,and vice versa.(6)Temporal leadership moderates the relationship between work connectivity behavior after-hours and the influence of work alienation on the proactive behaviors of technical workers in manufacturing industries.This study tries to expand the research on the results of work connectivity behavior afterhours.It is innovative in seeking to mitigate the negative effects of high frequency Work connectivity behavior after-hours.And from the organization to strengthen the behavior of the organizational norms;Establish incentive mechanism;Encourage leaders to conduct more temporal leadership behavior and put forward management suggestions to alleviate its negative effects. |
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