Differential Effects of Proactive and Reactive Work Connectivity Behavior After-Hours on Well-Being at Work: A Boundary Theory Perspective
This study examines the differential impact of proactive and reactive work connectivity behaviors on job well-being, drawing from the perspective of boundary theory. The increasing popularity of work connectivity behavior after-hours (WCBA) has attracted widespread attention from scholars on the rel...
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MDPI AG
2025-03-01
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| Online Access: | https://www.mdpi.com/2076-328X/15/3/320 |
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| author | Lingling Li Guanfeng Shi Xiong Zheng |
| author_facet | Lingling Li Guanfeng Shi Xiong Zheng |
| author_sort | Lingling Li |
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| description | This study examines the differential impact of proactive and reactive work connectivity behaviors on job well-being, drawing from the perspective of boundary theory. The increasing popularity of work connectivity behavior after-hours (WCBA) has attracted widespread attention from scholars on the relationship between WCBA and employee well-being. One view suggests that the impact of WCBA is negative, while another view suggests it is positive. Obviously, the impact of (WCBA) on well-being at work is still contradictory. To clarify the complexity of the impact of WCBA on well-being at work, based on boundary theory, we divided WCBA into proactive WCBA (PC) and reactive WCBA (RC), and examined the double-edged sword effect of WCBA on well-being at work, as well as the mediating mechanisms of job control and work-to-home conflict, and the moderated effects of boundary segmentation preferences. This study uses an empirical sampling method to collect data from 125 employees for a period of five days for quantitative research. The results show that, first, PC has an inverted U-shaped effect on job control, and job control is negatively related to well-being at work. Thus, the mediating effect of job control is significant. Second, RC has a negative impact on job control, and there is also a negative relationship between job control and well-being at work. Therefore, the mediating effect of job control is significant. Third, PC and RC are positively correlated with work-to-home conflict, and work-to-home conflict has a significant positive impact on well-being at work. Therefore, the mediating effect of work-family conflict is significant. Fourth, the study also found that integration preference moderates the relationship between work-to-home conflict and PC on well-being at work; that is, the mediating effect of work-to-home conflict is stronger for employees with a low integration preference. This study enriches our understanding of WCBA, PC, and RC from the perspective of proactive and passive employee behaviors. The study also provides a new interpretation of the impact of WCBA on well-being at work and offers valuable insights into sustainable development in digital social transformation and the application of boundary theory and the theory of empowerment–subjugation in achieving the United Nations’ Sustainable Development Goals. In addition, the study deepens our understanding of the heterogeneous regulatory role played by work–family integration preferences in influencing well-being at work under different types of WCBA. |
| format | Article |
| id | doaj-art-00a9257627ce42d683dcd2e7ae11e795 |
| institution | Kabale University |
| issn | 2076-328X |
| language | English |
| publishDate | 2025-03-01 |
| publisher | MDPI AG |
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| series | Behavioral Sciences |
| spelling | doaj-art-00a9257627ce42d683dcd2e7ae11e7952025-08-20T03:43:37ZengMDPI AGBehavioral Sciences2076-328X2025-03-0115332010.3390/bs15030320Differential Effects of Proactive and Reactive Work Connectivity Behavior After-Hours on Well-Being at Work: A Boundary Theory PerspectiveLingling Li0Guanfeng Shi1Xiong Zheng2School of Economics and Management, Shihezi University, Shihezi 832000, ChinaSchool of Economics and Management, Shihezi University, Shihezi 832000, ChinaSchool of Economics and Management, Shihezi University, Shihezi 832000, ChinaThis study examines the differential impact of proactive and reactive work connectivity behaviors on job well-being, drawing from the perspective of boundary theory. The increasing popularity of work connectivity behavior after-hours (WCBA) has attracted widespread attention from scholars on the relationship between WCBA and employee well-being. One view suggests that the impact of WCBA is negative, while another view suggests it is positive. Obviously, the impact of (WCBA) on well-being at work is still contradictory. To clarify the complexity of the impact of WCBA on well-being at work, based on boundary theory, we divided WCBA into proactive WCBA (PC) and reactive WCBA (RC), and examined the double-edged sword effect of WCBA on well-being at work, as well as the mediating mechanisms of job control and work-to-home conflict, and the moderated effects of boundary segmentation preferences. This study uses an empirical sampling method to collect data from 125 employees for a period of five days for quantitative research. The results show that, first, PC has an inverted U-shaped effect on job control, and job control is negatively related to well-being at work. Thus, the mediating effect of job control is significant. Second, RC has a negative impact on job control, and there is also a negative relationship between job control and well-being at work. Therefore, the mediating effect of job control is significant. Third, PC and RC are positively correlated with work-to-home conflict, and work-to-home conflict has a significant positive impact on well-being at work. Therefore, the mediating effect of work-family conflict is significant. Fourth, the study also found that integration preference moderates the relationship between work-to-home conflict and PC on well-being at work; that is, the mediating effect of work-to-home conflict is stronger for employees with a low integration preference. This study enriches our understanding of WCBA, PC, and RC from the perspective of proactive and passive employee behaviors. The study also provides a new interpretation of the impact of WCBA on well-being at work and offers valuable insights into sustainable development in digital social transformation and the application of boundary theory and the theory of empowerment–subjugation in achieving the United Nations’ Sustainable Development Goals. In addition, the study deepens our understanding of the heterogeneous regulatory role played by work–family integration preferences in influencing well-being at work under different types of WCBA.https://www.mdpi.com/2076-328X/15/3/320proactive work connectivity behavior after-hoursreactive work connectivity behavior after-hoursjob controlwork-to-home conflictintegration preferencewell-being at work |
| spellingShingle | Lingling Li Guanfeng Shi Xiong Zheng Differential Effects of Proactive and Reactive Work Connectivity Behavior After-Hours on Well-Being at Work: A Boundary Theory Perspective Behavioral Sciences proactive work connectivity behavior after-hours reactive work connectivity behavior after-hours job control work-to-home conflict integration preference well-being at work |
| title | Differential Effects of Proactive and Reactive Work Connectivity Behavior After-Hours on Well-Being at Work: A Boundary Theory Perspective |
| title_full | Differential Effects of Proactive and Reactive Work Connectivity Behavior After-Hours on Well-Being at Work: A Boundary Theory Perspective |
| title_fullStr | Differential Effects of Proactive and Reactive Work Connectivity Behavior After-Hours on Well-Being at Work: A Boundary Theory Perspective |
| title_full_unstemmed | Differential Effects of Proactive and Reactive Work Connectivity Behavior After-Hours on Well-Being at Work: A Boundary Theory Perspective |
| title_short | Differential Effects of Proactive and Reactive Work Connectivity Behavior After-Hours on Well-Being at Work: A Boundary Theory Perspective |
| title_sort | differential effects of proactive and reactive work connectivity behavior after hours on well being at work a boundary theory perspective |
| topic | proactive work connectivity behavior after-hours reactive work connectivity behavior after-hours job control work-to-home conflict integration preference well-being at work |
| url | https://www.mdpi.com/2076-328X/15/3/320 |
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