随着信息通信技术ICT在工作中的广泛使用，越来越多员工在非工作时间仍然面临着需要立即回复工作信息的新型工作压力——非工作时间职场通讯压力，即员工在非工作时间对工作相关ICT信息的高度关注和迅速回复的迫切需要。本研究基于溢出-交叉模型，通过两个子研究，探讨员工非工作时间职场通讯压力前因及结果影响机制。

研究一从环境因素和个人因素两方面出发，重点探讨非工作时间职场通讯压力的前因。通过对269名在职员工进行三个时间点的问卷调查，结果发现：任务互依性正向影响非工作时间职场通讯压力，即时响应回报正向调节任务互依性与非工作时间职场通讯压力的关系；特质性职场焦虑正向影响非工作时间职场通讯压力，他人评价自我价值权变性正向调节特质性职场焦虑与非工作时间职场通讯压力的关系。此外，任务互依性与特质性职场焦虑能够通过正向影响非工作时间职场通讯压力，进一步提升员工的非工作时间即时响应行为。

研究二进一步探讨非工作时间职场通讯压力对员工个人及其配偶的影响。通过对227名在职员工及其配偶进行三个时间点的问卷调查，结果发现：对于高核心自我评价的员工来说，非工作时间职场通讯压力会通过正向影响问题解决沉思，降低家庭阻抑，并进一步通过降低配偶压力交叉传递给配偶家庭结果带来积极影响，包括提升配偶关系满意度和降低配偶家庭情绪耗竭；对于低核心自我评价的员工来说，非工作时间职场通讯压力会通过正向影响情感反刍，提升家庭阻抑，进一步通过提升配偶压力交叉传递给配偶家庭结果带来消极影响，包括降低配偶关系满意度和提升配偶家庭情绪耗竭。

从理论角度来看，本研究基于溢出交叉模型同时考虑了非工作时间职场通讯压力对员工个人及配偶的积极和消极影响，使未来研究者能够在此基础上进行更加系统深入的探索。从实践角度来看，本研究能使员工对非工作时间职场通讯压力给自身和配偶带来的影响有更加深入的理解和认识，为组织管理者探索更科学有效的管理员工非工作时间通讯行为的方法提供借鉴。

With the widespread use of information and communication technology (ICT) at work, an increasingly large number of employees are facing a new type of work stress that requires immediate response to work-related ICT messages during non-working hours –workplace telepressure after hours (WTA), i.e., the preoccupation and urge to immediately respond to work-related ICT messages after hours. Based on spillover-crossover model, two consecutive studies were conducted to explore the antecedents and consequences of employees' WTA.

Study 1 aimed to explore the antecedents of WTA by considering both environmental and personal factors. We collected our data at three time points and 269 Chinese working employees were enrolled. Results showed that task interdependence was positively related to WTA, and perception of pay-for-responsiveness moderated the relationship between task interdependence and WTA; dispositional workplace anxiety was positively related to WTA, and others’ approval contingency of self-worth moderated the relationship between dispositional workplace anxiety and WTA. In addition, task interdependence and dispositional workplace anxiety can further enhance employees' responsiveness after hours by positively affecting WTA.

Study 2 aimed to explore the consequences of WTA on both employees and their spouses. We conducted a questionnaire survey at three equally spaced time points with both employees and their spouses in 227 real employee-spouse pairs. The moderated serial-mediation results showed that for employees with high core self-evaluation, employees’ WTA was positively related to spouses’ relationship satisfaction and negatively related to spouses’ family emotion exhaustion by problem-solving pondering, family undermining, spouses’ stress crossover transmission; for employees with low core self-evaluation, employees’ WTA was negatively related to spouses’ relationship satisfaction and positively related to spouses’ family emotion exhaustion by affective rumination, family undermining, spouses’ stress crossover transmission.

The current study focuses on employees’ WTA, and explores the underlying mechanism of antecedents and consequences of WTA. Theoretically, based on spillover-crossover model, this study demonstrates positive and negative effects of WTA on both employees and their spouses, and future researchers in this area can conduct more systematic exploration on this basis. Practically, this study can help employees have a deeper understanding of the impact of WTA on themselves and their spouses, and also help managers introduce management policies related to ICT more effectively.