To achieve comprehensive poverty alleviation and the establishment of a “moderately prosperous society” in China, it is crucial to evaluate the targeted poverty alleviation (TPA) policies. In this study, China’s poverty alleviation statistics and the Foster-Greene-Thorbecke (FGT) indices are used to measure the poverty reduction effects of the TPA policies. A panel regression model is applied to analyze the poverty reduction mechanism while the Shapley index decomposition method is used to analyze poverty reduction effects in terms of income growth and the income gap adjustment. The paper concludes that the poverty breadth index (H index), poverty depth index (PG index), and poverty intensity index (SPG index) from 2013 to 2019 show a significant decline overall. This indicates that the poverty reduction effect of the TPA policies is significant. In addition, the regression analysis shows that the implementation of TPA policies can significantly increase the income level of residents and narrow the income gap among residents in rural areas. Results of the Shapley index decomposition analysis revealed that the income growth effect and income gap adjustment effect accounted for 92.78% and 7.22% of the poverty reduction effects, respectively. So the focus of future poverty alleviation work is to combine the rural revitalization strategy and to continue increasing the income level and the income growth rate of poor groups, which will enhance the ability of impoverished residents to increase their income, further contributing to the alleviation of poverty.

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.

In the digital-intelligent era where digital communication management is widely implemented in enterprises, how subordinates appropriately reshape their jobs in response to leaders’ after-hours electronic communication expectations (LAECE) is a critical issue in organizational management. Grounded in cognitive appraisal theory and regulatory focus theory, this study investigates the mechanisms and boundary conditions through which LAECE influences approach-oriented and avoidance-oriented job crafting. Using an experience sampling method, 124 subordinates were tracked over five consecutive days. Data analysis revealed that LAECE positively influences both approach-oriented and avoidance-oriented job crafting. Organization-based self-esteem and work intensification mediate these relationships, respectively. Promotion focus and prevention focus positively moderate the effects of LAECE on organization-based self-esteem and work intensification, respectively, and further strengthen the respective mediating effects. These findings contribute marginally to bridging the theoretical gap in understanding how subordinates cope with LAECE challenges and offer guidance for implementing appropriate job crafting to adapt to digital work contexts.

This study examines the differential impact of proactive and reactive job crafting behaviors on job well-being, drawing from the perspective of boundary theory. The increasing popularity of work connectivity behavior after-hours (WCBA) after work 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 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 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 for the 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.

The post‑pandemic era has witnessed that office politics has become increasingly concealed and digitalized under remote‑work arrangements, imposing substantial impacts on employees’ psychological states and behavioral responses. Grounded in the cognitive appraisal theory of stress, this study constructs a moderated‑mediation model to explore how perceived office politics evokes work withdrawal behaviors among remote employees. Questionnaire data were collected from 412 remote employees, and hypotheses were tested via hierarchical regression and bootstrapping approaches. Results show that perceived office politics positively predicts emotional exhaustion and work‑withdrawal behaviors. Emotional exhaustion fully mediates the association between perceived office politics and work withdrawal. Furthermore, remote‑work frequency positively moderates the link between perceived office politics and emotional exhaustion, such that this relationship is stronger for employees engaging in high‑frequency remote work. Our findings indicate that, although digital work settings reduce face‑to‑face interpersonal conflicts, information asymmetry in distributed teams may amplify stress‑related psychological costs and trigger employees’ “invisible withdrawal”. This study offers empirical evidence for understanding the psychological consequences of transformed workplace politics in modern organizations and yields practical implications for organizational intervention in remote and hybrid contexts.

In the digital era, computing power deployment has emerged as a strategic resource for building enterprise innovation resilience; however, the mechanisms through which it exerts such effects remain unclear. Drawing on dynamic capability theory, this study examines how computing power deployment influences enterprise innovation resilience using a sample of Chinese A-share listed firms from 2012 to 2024. The results indicate that computing power deployment significantly enhances enterprise innovation resilience, and this finding holds after a series of robustness checks. Mechanism analysis shows that computing power deployment exerts its effects through two pathways: technology diversification, which strengthens knowledge recombination and trajectory switching capabilities, and organizational inertia, which ensures innovation process continuity and frees cognitive resources for higher-order reconfiguration. Heterogeneity analysis reveals that the effect is stronger among state-owned enterprises, large firms, firms in strategic emerging industries, and firms with high patient capital, reflecting four boundary conditions: resource foundation, organizational carrier, environmental fit, and temporal support. This study extends the antecedent research on innovation resilience by introducing the computing power perspective, reveals the transformation mechanisms and boundary conditions of computing power deployment, and provides implications for innovation resilience building and computing power resource allocation in the digital economy.