Does Co-worker Presenteeism Increase Innovative Behavior? Evidence From IT Professionals Under the 996 Work Regime in China

Yang, Tianan; Liu, Ran; Deng, Jianwei

doi:10.3389/fpsyg.2021.681505

Cited by 11 publications

(11 citation statements)

References 62 publications

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“…As strong environmental events are more likely to alter behaviours [ 47 ], EST is typically used to determine the impact of reactive events on organizational outcomes, such as team knowledge absorption [ 48 ], team leadership [ 49 ] and organizational evolution [ 50 ]. Research on the individual-level mostly focuses on the impact of the strength of the COVID-19 event on individual innovation behaviour [ 51 ], job search behaviour [ 52 ], public emotional response [ 47 ], employees’ sense of job insecurity [ 53 ] and vaccination intention [ 54 ], but there is still a lack of studies on EJS during the COVID-19 pandemic based on EST. Among the few studies applying EST to proactive events, Lu et al [ 55 ] explored the impact of tourism development on urban economies, and Hu et al [ 56 ] investigated which attributes of enterprise safety training programmes promote employee safety behaviours.…”

Section: Theoretical Background and Literature Reviewmentioning

confidence: 99%

The Impact of Enforced Working from Home on Employee Job Satisfaction during COVID-19: An Event System Perspective

2021

IJERPH

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During the COVID-19 pandemic, working from home (WFH) became the only option for many organizations, generating increasing interest in how such arrangements impact employee job satisfaction. Adopting an event system perspective, this study employed an online survey to capture the WFH experiences of 256 workers from 66 Chinese enterprises during the pandemic. Using fuzzy-set qualitative comparative analysis (fsQCA), the study examined how satisfaction was affected by five job characteristics when working from home: longevity (time), home workspace suitability (space), job autonomy (criticality), digital social support (novelty) and monitoring mechanisms (disruption). The findings reveal that three configurations promote employee job satisfaction and that a suitable home workspace is a core condition. In the absence of a suitable workspace, digital social support and an appropriate monitoring mechanism, long-term WFH was found to undermine job satisfaction. However, job autonomy is not a necessary condition for employee job satisfaction. These findings have clear implications for theory and practice.

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Section: Theoretical Background and Literature Reviewmentioning

confidence: 99%

The Impact of Enforced Working from Home on Employee Job Satisfaction during COVID-19: An Event System Perspective

2021

IJERPH

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“…First, the data was collected used a separation approach, where the variable data was divided into different collection sources (supervisor and subordinate), and the multi-level analysis method was used, which could diminish the possibility of severe CMV. Second, a specific design approach to the instrument development was also used, including the use of anonymous participants, item meaning concealment, random allocation of items and reversed items (Jiang et al , 2020; Yang et al , 2021).…”

Section: Methodsmentioning

confidence: 99%

The influence of supervisor proactivity on perceived job demands and job outcomes among information technology subordinates in IT-related service projects

Lin

Wang

2021

ITP

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PurposeThis study explores how the relationship between supervisor's proactivity, job demands and job outcomes is based on dyadic interpersonal interaction based on the literature of the job demands-resources model and conservation of resources theory.Design/methodology/approachIn this work, valid data from 272 participants (241 information technology subordinates and 31 project managers) in professional service firms are used in measurement and structural analyses based on a cross-level research framework. Additionally, the hierarchical linear modeling technique and a cross-sectional dataset were used to evaluate the proposed hypotheses.FindingsThe results reveal that supervisor proactivity is a critical resource during the execution of professional service projects and is significantly related to perceptions of job demands on the part of subordinates while positively moderating the relationship between job demands and job satisfaction and job demands organizational commitment.Originality/valueThe answer to the question as to whether extensive use of job resources (i.e. supervisor proactivity) in service projects is beneficial and inconclusive in the current information technology (IT) industry literature. Currently, the IT industry continues to experience rapid growth and is a dynamic sector in the global economy that results in increased demands on supervisors because of the specific characteristics of their positions. Consequently, it is necessary further to examine both the direct and moderating effects of resource crossover driven by supervisor proactivity on subordinate behavior, including job demands, job satisfaction and organizational commitment. Although proactivity is a relatively mature concept, some issues related to the negative effects of proactivity on factors, such as job demands, technostress and addiction, need to be further addressed. However, studies specifically focus on investigating this issue are missing from the literature. The findings of this paper thus address these research gaps by validating the direct and moderating relationships of such factors using the proposed cross-level research model.

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“…Long-term and frequent working overtime will disrupt the normal work and rest rules and overdraw the health capital of employees. The overloaded working condition will easily lead to the decline of employees' cognitive ability and work efficiency [7]. Cases of death by overwork can often be seen in news reports.…”

Section: Damaging Employees' Health and Development And Destroying Th...mentioning

confidence: 99%

Analysis of the 996 Work System Based on the Freedom of Choice Theory

Fan¹

2023

FBEM

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In China, since a "996ICU" project released the news about the 996 work system of Internet companies in 2019, the discussion about the 996 work system has been in a craze and becomes a social topic. According to the law, the 996 work system is illegal, but even if it is illegal, the 996 work system has been adopted by many enterprises and even becomes the "mainstream" consciousness spreading from Internet enterprises to various industries. There are many reasons behind this incredible phenomenon. Freedom of choice theory is one of the main theories to explain the phenomenon of the 996 work system at present, and it is also one of the reasons promoting the 996 work system to be a "mainstream" consciousness. In fact, the 996 work system violates the law and social development trend, which will bring many negative effects to employees, enterprises and society. In this regard, the government, trade unions, enterprises and employees should take corresponding measures to curb the negative impact of the 996 work system and jointly create a normal and orderly working environment.

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Does Co-worker Presenteeism Increase Innovative Behavior? Evidence From IT Professionals Under the 996 Work Regime in China

Cited by 11 publications

References 62 publications

The Impact of Enforced Working from Home on Employee Job Satisfaction during COVID-19: An Event System Perspective

The Impact of Enforced Working from Home on Employee Job Satisfaction during COVID-19: An Event System Perspective

The influence of supervisor proactivity on perceived job demands and job outcomes among information technology subordinates in IT-related service projects

Analysis of the 996 Work System Based on the Freedom of Choice Theory

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