摘要
全球互联网的迅速发展和信息科技的不断进步，给人们的生活和工作模式带来深刻的变
革，员工工作领域和非工作领域的边界日益模糊，两个领域开始发生相互渗透，进而影响员
工的工作表现。而在不断变化、日趋激烈的竞争环境中，提升员工工作绩效对于实现企业市
场价值和实现个人社会价值具有重要意义。为提升员工的工作绩效，需要通过建立有效的边
界管理政策，帮助其平衡工作与生活，从而实现个人和企业价值的双赢。当下，工作-非工作
边界渗透作为管理学界关注的焦点问题，受到了诸多企业的重视，学者和企业家们开始进行
管理实践。因此，通过实证分析探讨工作-非工作边界渗透对员工工作绩效的作用机制，对完
善相关理论和完善企业管理实践具有重要意义。
本研究对工作-非工作边界渗透、工作绩效已有文献及相关理论进行梳理，初步建立研究
模型与假设，以工作-非工作边界渗透为自变量、员工工作绩效为因变量，引入工作-非工作冲
突为中介变量，探讨工作-非工作边界渗透不同方向对员工工作绩效的影响机制。通过发放 405
份问卷，调研了不同企业类型、岗位性质的员工，得出以下研究结论：（1）工作→非工作渗
透与员工工作绩效呈“倒 U”关系；非工作→工作渗透行为与员工工作绩效呈负相关关系；
（2）工作→非工作冲突与员工工作绩效呈“倒 U”关系；非工作→工作冲突与员工工作绩效
呈负相关关系；（3）工作-非工作边界渗透与工作-非工作冲突呈正相关关系；（4）工作-非
工作冲突在工作-非工作边界渗透与员工工作绩效的关系中起中介作用。基于此，工作-非工作
边界渗透对员工工作绩效的影响机制研究更加完善。
基于研究结论，结合员工工作-非工作边界渗透管理现状，从管理观念、不同渗透方向的
边界管理策略、员工个人时间管理等方面为企业和个人提出了具体的建议，以促进员工工作
绩效的提升。
关键词:工作-非工作边界渗透，工作绩效，工作-非工作冲突
I

Abstract
The rapid development of the global Internet and the continuous progress of information
technology have brought profound changes to people's life and work mode. The boundary between
employees' work field and non-work field is becoming increasingly blurred, and the two fields
begin to penetrate each other, thus affecting employees' job performance.However, in the
ever-changing and increasingly fierce competition environment, it is of great significance to
improve the employee's job performance for realizing the market value of enterprises and the social
value of individuals. In order to improve the job performance of employees, it is necessary to
establish effective boundary management policies to help them balance their work and life, so as to
realize the win-win value of both individuals and enterprises.At present, work-nonwork boundary
permeability, as a focus of the management field, has been attached great importance to by many
enterprises, and scholars and entrepreneurs have begun to practice management.Therefore, it is of
great significance to improve relevant theories and practice of enterprise management to explore the
mechanism of work-nonwork boundary permeability on employees' job performance through
empirical analysis.
Based on the integration of work-nonwork boundary permeability, job performance and related
theories, this paper preliminarily constructs a theoretical model. After that, the work-nonwork
interference is introduced as a mediating variable. Then, it successfully explores the influence
mechanism of work-nonwork boundary permeability on employee's job performance. By
investigating employees from different types of enterprises, 405 questionnaires are sent out, and
significant conclusions are drawn as follows :(1) There is an inverted U relationship between work
to non-work boundary permeability and employee’s job performance; There is a negative
correlation between non-work to work boundary permeability and employee’s job performance.(2)
There is an inverted U relationship between work to non-work interference and employee job’s
performance; There is a negative correlation between non-work to work interference and
employee’s job performance. (3) There is a positive correlation between work-nonwork boundary
permeability and work-nonwork interference; (4) Work-nonwork interference plays a mediating role
in the relationship between work-nonwork boundary permeability and employee’s job performance.
Based on this, the research on the influence mechanism of work and non-work boundary
permeability on employees’ job performance is more perfect.
II

Based on the research conclusions and combining the current situation of employee’ s non-work
boundary permeability management, this paper puts forward specific suggestions for enterprises and
individuals from the aspects of management concepts, boundary management strategies in different
permeability directions, and employee personal time management, so as to promote the
improvement of employees’ job performance.
Key words: Work-nonwork boundary permeability; Job performance; Work-nonwork interference
III
。。。以下略