Buffering or boosting? The dynamic curvilinear relationship between work-related use of information and communication technologies after-hours and wok procrastination.

Work-related use of information and communication technologies after-hours (W_ICTs) blurs the boundaries between work and non-work domains, representing a typical boundary-crossing behavior that affects employees' lives and organizational development. Drawing on the Job Demands-Resources theory, this study develops a dynamic curvilinear model of the impact of W_ICTs on work procrastination, considering intrinsic motivation (self-efficacy and enjoyment) and regulatory focus (prevention focus). Empirical testing of the research hypotheses is conducted through a survey involving 817 employees with standard working hours (e.g. 9 a.m. to 5 p.m.). The results indicate that W_ICTs can be regarded as both inhibitors and promoters, with a U-shaped impact on work procrastination and an inverted U-shaped effect on self-efficacy and enjoyment. The mediating roles of self-efficacy and enjoyment are significant. Moreover, prevention focus moderates the relationship between W_ICTs and enjoyment, whereas the moderating effect between W_ICTs and self-efficacy is insignificant. This dynamic curvilinear relationship may explain the inconsistent results of prior studies regarding the relationship between W_ICTs and employees' negative behaviors. It contributes to expanding research on the outcomes of W_ICTs and the antecedents of work procrastination. Moreover, the proposed influence mechanism between W_ICTs and work procrastination has not been established from the perspective of intrinsic motivation and prevention focus. Hence, this study responds to scholars' calls and adds to the existing research on how W_ICTs affect work procrastination. These research findings enhance the current understanding of the effects of W_ICTs and offer valuable insights for organizations to effectively manage W_ICTs and address work procrastination behavior in practice.

The quality of crowdsourcing virtual community and users' voice behavior: An analysis of stimulus-organism-response framework among Chinese users.

The quality of a crowdsourcing virtual community is an essential factor that stimulates users' perceptions of belonging and attachment to the community, thereby influencing their behavior. As a prerequisite for the development of "creative crowdsourcing," it is particularly important to study how users' voice behavior can be promoted in virtual communities. Drawing on the Stimulus-Organism-Response (SOR) framework and the Social Identification Theory, this study developed a conceptual model that investigates the impact of crowdsourcing virtual communities in system, information, interaction, and service quality on users' voice behavior. Furthermore, we introduce community identification and self-disclosure to further analyze the influencing mechanism between these two variables. Data were collected through 672 survey questionnaires from participants in well-known crowdsourcing virtual communities such as Xiaohongshu, Bilibili, Haier Hope, Test Baidu, and Test China. Using hierarchical regression and bootstrap analysis, we found a positive correlation between the quality of the crowdsourcing virtual community and users' voice behavior, with community identification acting as a mediator. Furthermore, self-disclosure showed a significant moderating effect on the relationship between community identification and voice behavior. These findings significantly contribute to the theoretical landscape by advancing the SOR framework within a virtual community. This not only deepens the understanding of the quality of the crowdsourcing virtual community, but also provides theoretical and practical implications for managers and users on how to promote voice behavior.

Exploring the relationships between team leader's conflict management styles and team passion: From the emotional perspective.

From the emotional perspective, this study explores how team leader's conflict management styles affect team passion. A theoretical model is constructed which describes the mediating role of positive team emotional climate and the moderating impact of team emotional intelligence. We collect 101 teams paired data including 101 team leaders and 383 team members to test theoretical model. It is shown that leader's cooperative conflict management style has a significant positive effect on both positive team emotional climate and team passion. Meanwhile, positive team emotional climate plays a mediating role between leader's cooperative conflict management style and team passion. In addition, team emotional intelligence has a moderating effect between leader's cooperative style and positive team emotional climate. This study not only provides a new perspective for follow-up research but also expands the research scope of impacts of conflict management styles. In addition, this study forms the underlying mechanism of team leader's conflict management styles on team passion from the emotional perspective and investigates the mediating effect and moderating effect of emotional variable, which broadens the research on the mechanisms of conflict management styles on team outcomes to a certain extent.

Electronic communication during nonwork time and withdrawal behavior: An analysis of employee cognition-emotion-behavior framework from Chinese cultural context.

Although a large number of literatures have explored the relationship between electronic communication during nonwork time and individual perception and behavior under the Western culture background, we still have some limitations on this topic under the cultural background of collectivism, dedication and "Guanxi" in China. Different from Western organizations, Chinese employees tend to put work first and are more inclusive of handling work tasks during nonwork time. This type of communication during nonwork time can significantly affect employees' cognition, emotion and behavior. From the perspective of Job Demands-Resources theory, this study constructs a double-edged (U-shaped) model between electronic communication during nonwork time and employee withdrawal behavior. Sample data were collected from 516 employees with clear working time boundaries in China. The results indicate that electronic communication during nonwork time has a U-shaped effect on employee withdrawal behavior and an inverted U-shaped effect on employee's cognition, namely job engagement. Job engagement plays a mediating role between them. Moreover, regulatory emotional self-efficacy has a moderating effect on the relationship between electronic communication during nonwork time and job engagement. These findings not only provide theoretical and practical implications for managers and employees on how to reduce withdrawal behaviors, but also advance our understanding of electronic communication during nonwork time in Chinese cultural context.

Effect of Organizational Socialization of New Employees on Team Innovation Performance: A Cross-Level Model.

Purpose: Based on the Social Information Processing Theory, a cross-level model was conducted to analyze the influence of new employees' organizational socialization on team innovation performance via the mediating effect of employee voice behavior and the moderating effect of servant leadership. Methods: Survey data were collected from 352 new employees and 88 leaders at two stages in major Chinese innovation companies. Samples were involved technology and development, production and operation, marketing and sales, and functional management departments. The software Mplus 7.0 and AMOS 22.0 were used to test the hypotheses. Results: The cross-level results indicated that organizational socialization directly enhances new employee voice behavior and, accordingly, promotes team innovation performance. Additionally, servant leadership plays a moderating role between organizational socialization and prohibitive voice behavior but has no moderating effect on the relationship between organizational socialization and promotive voice behavior. Conclusion: The results enrich the research on the influencing mechanism of organizational socialization on team innovation performance and provide a theoretical basis and practical guidance for innovation enterprise leaders on how to promote team innovation performance.

Work-family conflict and safety participation of high-speed railway drivers: Job satisfaction as a mediator.

Despite the large body of work on the work-family interface, hardly any literature has addressed the work-family interface in safety-critical settings. This study draws from social exchange theory to examine the effect of employees' strain-based work-to-family conflict on their supervisors' rating of their safety participation through job satisfaction. The sample consisted of 494 drivers from a major railway company in China. The results of a structural equation model revealed that drivers' strain-based work-to-family conflict negatively influences safety participation, and the relationship was partially mediated by job satisfaction. These findings highlight the importance of reducing employees' work-to-family conflict in safety-critical organizations.

The impact of personality on driving safety among Chinese high-speed railway drivers.

This study explored the impact of personality traits on driving safety in high-speed railway drivers. A sample of high-speed railway drivers in Beijing (N=214) completed a questionnaire, including information on personality traits and background variables. The NEO Five Factor Inventory (NEO-FFI) was administered to characterize participants based on five personality traits: Neuroticism, Extraversion, Agreeableness, Openness to Experience, and Conscientiousness. The survey data were combined with naturalistic data of accident involvement and risky driving behavior in China. Poisson regression results show that drivers with high Conscientiousness and Extraversion caused fewer accidents. Higher Conscientiousness and lower Agreeableness were related to less frequent risky driving behavior. Education level and age negatively moderated the relation between certain personality traits and driving safety. The findings suggest that personality traits should be considered when selecting and training high-speed railway drivers.