抄録
The mutual permeability between work and personal life （Work Life Permeability） has increased the need for employees to manage their boundaries between the two. This study considers the following types of permeability: integration （mutual permeability between work and personal life）, separated （no permeability between the two）, work priority （permeability only of work in the personal life）, and home priority （permeability only of personal life）. We further divided the integrated type that increased due to the impact of the coronavirus disease 2019 （COVID-19） crisis, into integrated–active （where boundaries can be managed） and integrated–passive （where they cannot be managed）. Additionally, we analyzed the individual questionnaires that targeted employees and identified, ① the changes in the types of inter-role interference before and after COVID-19; ② level of satisfaction with the integrated–active and integrated–passive types, actual conditions of work–life balance, and their differences and similarities; and ③ regulatory factors for falling under the integrated–active type. Finally, we examined the management of boundaries and work for the integrated–active type, behavior of superiors, and workplace support.
