Research On The Impact Of Work And Non-work Boundary Permeability On Job Satisfaction In Construction Enterprises

The competition between enterprises makes today a “high pressure day”,and staffs often work overtime whether forced by higher pressure from their boss or promotion needs.The way of working is changing because of the wide range of applications of mobile terminals.Thus,the permeability between employees' work and non-work boundaries is easier.When the focus of job satisfaction is gradually transferred from the external factors to the internal factors,it is worthwhile to study what factors affect employee's job satisfaction under the new background.Work and non-work boundary permeability seems to be an important factor in the change of employee's job satisfaction in today's life,and this kind of boundary permeability is largely due to the excessive use of IM tools.Although there is a wealth of literature conducted in-depth study,research for the relationship between work and non-work boundary permeability and job satisfaction,especially for individual boundary permeability preferences,is still less.Therefore,this paper explores the effect of working and non-working boundary permeability on job satisfaction and the role of individual boundary penetration preferences in regulating the relationship.To achieve this goal,a number of effort has been made.Firstly,influence of work and non-work boundary permeability on job satisfaction is found out through the interviews.Then,hypotheses were put forward,and the theoretical research model was constructed.Thirdly,questionnaires were surveyed and the SEM analysis and regression analysis were carried out on the data of valid questionnaires.The results show that work and non-work boundary permeability does have negative effects on employee's job satisfaction in two directions,individual's boundary permeability preference has moderating effect on the relationship,and the moderating effect is weakened with the increase of the individual's boundary permeability preference.These findings are significant for employees and enterprises.Employees may know to adjust their preference to adapt to new working ways,and enterprises can use the primary outcomes in making policies and management system.