How Work And Non-work Boundary Permeability Influence On Employees’ Subiective Well-being

People’s material and spiritual life are both enriched much by our country’s rapidly developing economy. People not only purse job satisfaction and family harmony, but also want to maintain good relations with hobbies, entertainment, community and other non-work activities, in other words, they purse the promotion of their subjective well-being. The rapidly developing Internet technology and increasing flexibility work boundary make convenience for people to keep balance with work, family, entertainment, hobbies, community and other non-work activities. However, they also cause some trouble at the same time.Some studies present that the over crossing boundary of work and non-work makes people cross from work to non-work or non-work to work frequently, which leads conflicts and tension and even seriously decreases employees’subjective well-being, thus the employee’s organizational commitment, job satisfaction and engagement will be decreased. Few studies also provide that the relation between work and non-work boundary permeability and subjective well-being is adjusted by the preference of boundary character.Therefore, this study will explore deeply from three aspects:firstly, this study investigate employees’work and non-work boundary permeability and its preference through the adaptation scale of work and family boundary permeability and its preference; Secondly, this study further explore the relation between work and non-work boundary permeability and subjective well-being; Finally, this study also explore how the preference of boundary permeability affect the relation between non-work boundary permeability and subjective well-being.This study assumes that the work and non-work boundary permeability has a significant influence on subjective well-being, and the boundary permeability preference adjusts this relationship significantly. To test these hypotheses, this study firstly make a preliminary investigation which collected 86 samples to inspect the validity and reliability of the adaptation scale; Secondly the hypotheses are tested by the field data through an online survey and field survey, which collect 279 samples. Results suggest that the work and non-work boundary permeability has a significant negative influence on subjective well-being, non-working boundary permeability preference has negative adjustment on the influence of work and non-work boundary permeability on subjective well-being, and work boundary permeability preference adjustment effect is not significant. Finally, according to the conclusions, some management suggestions are put forward from the perspective of employees and enterprises.