A meta-analysis of work connectivity behavior after-hours and work-life conflict: Based on the work-home resources model

doi:10.3724/SP.J.1042.2024.02031

Abstract

Abstract:

With the continuous evolution of information and communication technologies, working through information and communication technologies during non-work hours and in non-work locations, referred to as work connectivity behavior after-hours (WCBA), has become increasingly prevalent. Given that WCBA represent a form of work behavior occurring outside of conventional work hours and locations, its association with work-life conflict has garnered significant attention in empirical research. However, existing empirical results regarding this association has not yet reached a consensus. Importantly, the inconsistency in existing empirical results has led to an unclear and incomplete understanding of the relationship between WCBA and work-life conflict. This ambiguity creates confusion for organizations and employees in managing WCBA, such as determining which measures to adopt to mitigate potential work-life conflict arising from WCBA. Therefore, this study focuses on examining the relationship between WCBA and work-life conflict, as well as the factors that influence this relationship.

Drawing upon the work-home resources model, this study proposes a two-stage process theoretical model of how WCBA influence work-life conflict, and subsequently identifies factors contributing to the inconsistency in this relationship, including the manifestations of work-life conflict, tools utilized for WCBA, job positions, gender, marital status, parental status, and the economic conditions of the country or region. Additionally, beyond identifying the aforementioned factors from a theoretical perspective, this study also identifies several other potential factors, including the publication status of the literature, sampling methodology, research design, measurement methods of WCBA, employee age, employee organizational tenure, timing of WCBA, location of WCBA, and types of work-life conflict. The meta-analytic investigation, encompassing data from 67 independent samples comprising 30,498 participants, reveals a moderate positive correlation between WCBA and work-life conflict ($\bar{\rho}$ = 0.34). Furthermore, the strength of this correlation is contingent upon several factors, including the manifestations of work-life conflict, tools utilized for WCBA, marital status, parental status, sampling methodology, and measurement methods of WCBA. First, the correlation between WCBA and time-based work-life conflict is stronger than the correlation between WCBA and stress-based work-life conflict, as well as between WCBA and behavior-based work-life conflict. However, there is no significant difference between the correlations of WCBA with stress-based and behavior-based work-life conflict. Second, the correlation between WCBA and work-life conflict is stronger when using mixed tools compared to phone-based tools. Third, compared to married employees, the correlation between WCBA and work-life conflict is stronger among unmarried employees. Fourth, the correlation between WCBA and work-life conflict is stronger among employees without children than among those who have children. Fifth, the correlation between WCBA and work-life conflict is stronger when the sample is drawn from multiple organizations compared to when the sample is drawn from a single organization. Sixth, the correlation between WCBA and work-life conflict is stronger when WCBA was measured based on frequency rather than duration.

The research results indicate a moderate positive correlation between WCBA and work-life conflict, suggesting that WCBA generally hinders employees' ability to effectively fulfill their life role demands. Additionally, the research results also indicate that the manifestations of work-life conflict, tools utilized for WCBA, marital status, parental status, sampling methodology, and measurement methods of WCBA all affect the relationship between WCBA and work-life conflict. Specifically, the identification of these factors not only offers insights for management practices but also provides clear directions for future research. For example, employees should consider leveraging external resources (such as family and financial resources) to meet life role demands during the WCBA process, thereby alleviating work-life conflict resulting from individual resources shortage. Furthermore, incorporating reports from significant others (such as spouse) and utilizing specific applications (Apps) to record employees' WCBA levels can contribute to more robust and precise research conclusions.

Key words: work connectivity behavior after-hours (WCBA), work-life conflict, the work-home resources model, meta-analysis

CLC Number:

B849: C93

HAN Zhiwei, CHENG Yanyuan, REN Zhishuai, WANG Danyang, LI Guojing. A meta-analysis of work connectivity behavior after-hours and work-life conflict: Based on the work-home resources model[J]. Advances in Psychological Science, 2024, 32(12): 2031-2049.

Figures/Tables 12

References 126

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变量	k	N	¯r	SD_r	SD_res	¯ρ	SD_rc	SD_ρ	95% CI	80%CR	Q	I²	Z检验
主效应	67	30498	0.30	0.10	0.09	0.34	0.11	0.10	[0.31, 0.37]	[0.21, 0.47]	323.67^***	79.61%
工作−生活冲突	32	19633	0.31	0.10	0.09	0.36	0.11	0.10	[0.32, 0.40]	[0.22, 0.49]	189.46^***	83.64%	Z_wlc-wfc = 1.73, p = 0.08
工作−家庭冲突	32	9950	0.27	0.10	0.08	0.31	0.11	0.09	[0.27, 0.35]	[0.19, 0.43]	100.38^***	69.12%	Z_wfc-wlec = −0.36, p = 0.72
工作−休闲冲突	3	915	0.30	0.16	0.15	0.35	0.19	0.18	[−0.12, 0.81]	[0.01, 0.68]	17.87^***	88.81%	Z_wlc-wlec = 0.09, p = 0.93
时间工作−生活冲突	14	4673	0.26	0.08	0.06	0.30	0.10	0.07	[0.24, 0.35]	[0.20, 0.40]	32.09^**	59.49%	Z_t-s = 1.98, p < 0.05
压力工作−生活冲突	13	4388	0.19	0.10	0.08	0.22	0.11	0.09	[0.15, 0.28]	[0.09, 0.34]	38.69^***	68.98%	Z_s-b = 1.57, p = 0.12
行为工作−生活冲突	7	1884	0.12	0.09	0.07	0.14	0.11	0.08	[0.04, 0.24]	[0.02, 0.25]	14.04^*	57.25%	Z_t-b = 3.42, p < 0.001
基于混合工具的WCBA	58	28643	0.30	0.09	0.08	0.35	0.11	0.10	[0.32, 0.38]	[0.22, 0.47]	264.44^***	78.45%	Z = 2.57, p < 0.05
基于电话的WCBA	10	2322	0.20	0.14	0.13	0.22	0.17	0.15	[0.11, 0.34]	[0.02, 0.43]	45.57^***	80.25%	Z = 2.57, p < 0.05
发展中国家或地区	31	10018	0.31	0.10	0.09	0.36	0.12	0.10	[0.32, 0.40]	[0.22, 0.50]	119.42^***	74.88%	Z = 0.70, p = 0.48
发达国家或地区	28	18437	0.30	0.09	0.08	0.34	0.11	0.10	[0.30, 0.38]	[0.21, 0.47]	157.50^***	82.86%	Z = 0.70, p = 0.48
已发表	46	23692	0.30	0.10	0.09	0.34	0.12	0.11	[0.31, 0.38]	[0.20, 0.48]	262.16^***	82.84%	Z = 0.00, p = 1.00
未发表	21	6806	0.30	0.09	0.07	0.34	0.10	0.09	[0.29, 0.39]	[0.23, 0.45]	59.68^***	66.49%	Z = 0.00, p = 1.00
多个组织	54	27643	0.31	0.09	0.08	0.35	0.10	0.09	[0.33, 0.38]	[0.24, 0.47]	230.81^***	77.04%	Z = 2.98, p < 0.01
单一组织	10	2262	0.17	0.13	0.11	0.20	0.15	0.13	[0.09, 0.31]	[0.02, 0.38]	35.92^***	74.94%	Z = 2.98, p < 0.01
横断面研究设计	56	28946	0.30	0.10	0.09	0.34	0.11	0.10	[0.31, 0.37]	[0.21, 0.47]	289.23^***	80.98%	Z = −0.20, p = 0.84
经验取样研究设计	11	1552	0.31	0.14	0.12	0.35	0.16	0.14	[0.25, 0.46]	[0.17, 0.54]	32.98^***	69.68%	Z = −0.20, p = 0.84
频率	41	24241	0.31	0.09	0.09	0.35	0.11	0.10	[0.32, 0.39]	[0.23, 0.48]	219.86^***	81.81%	Z_f-d = 2.17, p < 0.05
时长	14	3314	0.24	0.09	0.06	0.28	0.10	0.07	[0.22, 0.34]	[0.18, 0.37]	25.16^*	48.32%	Z_d-e = −0.21, p = 0.83
程度	9	2149	0.26	0.10	0.08	0.29	0.11	0.09	[0.21, 0.38]	[0.17, 0.42]	20.56^**	61.08%	Z_f-e = 1.48, p = 0.14
下班后	17	3900	0.25	0.10	0.08	0.29	0.12	0.09	[0.23, 0.35]	[0.17, 0.41]	41.12^**	61.09%	Z = −1.84, p = 0.07
非工作时间	50	26598	0.30	0.10	0.09	0.35	0.11	0.10	[0.32, 0.38]	[0.22, 0.48]	270.46^***	81.88%	Z = −1.84, p = 0.07
家中	16	4261	0.24	0.11	0.10	0.28	0.13	0.11	[0.21, 0.35]	[0.13, 0.43]	56.03^***	73.23%	Z = −1.96, p = 0.05
非工作场所	51	26237	0.31	0.10	0.09	0.35	0.11	0.10	[0.32, 0.38]	[0.23, 0.48]	249.42^***	79.95%	Z = −1.96, p = 0.05

变量	k	N	¯r	SD_r	SD_res	¯ρ	SD_rc	SD_ρ	95% CI	80%CR	Q	I²	Z检验
主效应	67	30498	0.30	0.10	0.09	0.34	0.11	0.10	[0.31, 0.37]	[0.21, 0.47]	323.67^***	79.61%
工作−生活冲突	32	19633	0.31	0.10	0.09	0.36	0.11	0.10	[0.32, 0.40]	[0.22, 0.49]	189.46^***	83.64%	Z_wlc-wfc = 1.73, p = 0.08
工作−家庭冲突	32	9950	0.27	0.10	0.08	0.31	0.11	0.09	[0.27, 0.35]	[0.19, 0.43]	100.38^***	69.12%	Z_wfc-wlec = −0.36, p = 0.72
工作−休闲冲突	3	915	0.30	0.16	0.15	0.35	0.19	0.18	[−0.12, 0.81]	[0.01, 0.68]	17.87^***	88.81%	Z_wlc-wlec = 0.09, p = 0.93
时间工作−生活冲突	14	4673	0.26	0.08	0.06	0.30	0.10	0.07	[0.24, 0.35]	[0.20, 0.40]	32.09^**	59.49%	Z_t-s = 1.98, p < 0.05
压力工作−生活冲突	13	4388	0.19	0.10	0.08	0.22	0.11	0.09	[0.15, 0.28]	[0.09, 0.34]	38.69^***	68.98%	Z_s-b = 1.57, p = 0.12
行为工作−生活冲突	7	1884	0.12	0.09	0.07	0.14	0.11	0.08	[0.04, 0.24]	[0.02, 0.25]	14.04^*	57.25%	Z_t-b = 3.42, p < 0.001
基于混合工具的WCBA	58	28643	0.30	0.09	0.08	0.35	0.11	0.10	[0.32, 0.38]	[0.22, 0.47]	264.44^***	78.45%	Z = 2.57, p < 0.05
基于电话的WCBA	10	2322	0.20	0.14	0.13	0.22	0.17	0.15	[0.11, 0.34]	[0.02, 0.43]	45.57^***	80.25%	Z = 2.57, p < 0.05
发展中国家或地区	31	10018	0.31	0.10	0.09	0.36	0.12	0.10	[0.32, 0.40]	[0.22, 0.50]	119.42^***	74.88%	Z = 0.70, p = 0.48
发达国家或地区	28	18437	0.30	0.09	0.08	0.34	0.11	0.10	[0.30, 0.38]	[0.21, 0.47]	157.50^***	82.86%	Z = 0.70, p = 0.48
已发表	46	23692	0.30	0.10	0.09	0.34	0.12	0.11	[0.31, 0.38]	[0.20, 0.48]	262.16^***	82.84%	Z = 0.00, p = 1.00
未发表	21	6806	0.30	0.09	0.07	0.34	0.10	0.09	[0.29, 0.39]	[0.23, 0.45]	59.68^***	66.49%	Z = 0.00, p = 1.00
多个组织	54	27643	0.31	0.09	0.08	0.35	0.10	0.09	[0.33, 0.38]	[0.24, 0.47]	230.81^***	77.04%	Z = 2.98, p < 0.01
单一组织	10	2262	0.17	0.13	0.11	0.20	0.15	0.13	[0.09, 0.31]	[0.02, 0.38]	35.92^***	74.94%	Z = 2.98, p < 0.01
横断面研究设计	56	28946	0.30	0.10	0.09	0.34	0.11	0.10	[0.31, 0.37]	[0.21, 0.47]	289.23^***	80.98%	Z = −0.20, p = 0.84
经验取样研究设计	11	1552	0.31	0.14	0.12	0.35	0.16	0.14	[0.25, 0.46]	[0.17, 0.54]	32.98^***	69.68%	Z = −0.20, p = 0.84
频率	41	24241	0.31	0.09	0.09	0.35	0.11	0.10	[0.32, 0.39]	[0.23, 0.48]	219.86^***	81.81%	Z_f-d = 2.17, p < 0.05
时长	14	3314	0.24	0.09	0.06	0.28	0.10	0.07	[0.22, 0.34]	[0.18, 0.37]	25.16^*	48.32%	Z_d-e = −0.21, p = 0.83
程度	9	2149	0.26	0.10	0.08	0.29	0.11	0.09	[0.21, 0.38]	[0.17, 0.42]	20.56^**	61.08%	Z_f-e = 1.48, p = 0.14
下班后	17	3900	0.25	0.10	0.08	0.29	0.12	0.09	[0.23, 0.35]	[0.17, 0.41]	41.12^**	61.09%	Z = −1.84, p = 0.07
非工作时间	50	26598	0.30	0.10	0.09	0.35	0.11	0.10	[0.32, 0.38]	[0.22, 0.48]	270.46^***	81.88%	Z = −1.84, p = 0.07
家中	16	4261	0.24	0.11	0.10	0.28	0.13	0.11	[0.21, 0.35]	[0.13, 0.43]	56.03^***	73.23%	Z = −1.96, p = 0.05
非工作场所	51	26237	0.31	0.10	0.09	0.35	0.11	0.10	[0.32, 0.38]	[0.23, 0.48]	249.42^***	79.95%	Z = −1.96, p = 0.05

调节变量(具体指标)	k	N	b	SE	Z	p	95% CI	Q	I²
工作职位(管理者比例)	31	9020	0.02	0.11	0.17	0.86	[−0.19, 0.23]	178.90^***	84.87%
性别(男性比例)	67	30498	−0.02	0.10	−0.17	0.88	[−0.22, 0.19]	506.87^***	89.24%
婚姻状况(已婚比例)	41	18986	−0.26	0.09	−2.82	< 0.01	[−0.43, −0.08]	146.95^***	73.73%
子女抚养状况(抚养子女比例)	30	16848	−0.28	0.10	−2.73	< 0.01	[−0.49, −0.08]	155.46^***	82.75%
年龄(平均年龄)	40	19523	0.00	0.004	0.007	0.99	[−0.01, 0.01]	205.80^***	85.93%
组织任期(平均组织任期)	9	2903	−0.02	0.01	−1.32	0.19	[−0.04, 0.01]	51.53^***	85.99%

调节变量(具体指标)	k	N	b	SE	Z	p	95% CI	Q	I²
工作职位(管理者比例)	31	9020	0.02	0.11	0.17	0.86	[−0.19, 0.23]	178.90^***	84.87%
性别(男性比例)	67	30498	−0.02	0.10	−0.17	0.88	[−0.22, 0.19]	506.87^***	89.24%
婚姻状况(已婚比例)	41	18986	−0.26	0.09	−2.82	< 0.01	[−0.43, −0.08]	146.95^***	73.73%
子女抚养状况(抚养子女比例)	30	16848	−0.28	0.10	−2.73	< 0.01	[−0.49, −0.08]	155.46^***	82.75%
年龄(平均年龄)	40	19523	0.00	0.004	0.007	0.99	[−0.01, 0.01]	205.80^***	85.93%
组织任期(平均组织任期)	9	2903	−0.02	0.01	−1.32	0.19	[−0.04, 0.01]	51.53^***	85.99%

	WCBA相关的检索关键词	工作−生活冲突相关的检索关键词
中文文献数据库检索关键词	工作连通行为、工作性通信工具使用、非工作时间电子沟通、非工作时间移动技术使用、非工作时间社交媒体使用、非工作时间使用手机、非工作时间使用通信技术处理工作、非工作时间在家办公	工作-非工作冲突、工作−生活冲突、工作−家庭冲突、工作-休闲冲突
英文文献数据库检索关键词	use of communication technologies after hours、information and communication technologies use after hours、ICTs use after hours、work related communication technology use outside of regular work hours、electronic communication during non-work time、electronic communication time requirements、work related smartphone use during non-work hours、work related smartphone use during leisure、work related smartphone use during off job time、work related smartphone use、smartphone use after work、smartphone use after hours、smartphone use after work hours、smartphone use during after work hours、late night smartphone use、using a smartphone for work purposes、work connectivity behavior after hours、work connectivity behavior during non-work time、technology assisted supplemental work、computer supported supplemental work at home、home based telework、after hours teleworking	work life conflict、work family conflict、work home conflict、work non-work conflict、work leisure conflict、work life interference、work family interference、work home interference、work non-work interference、work leisure interference、work home spillover