Based on the individual-environment fit theory and balance theory, we collected 320 pairs of paired questionnaire data, and by using quadratic polynomial regression analysis, response surface analysis and block variables analysis, we explored the influence of employee-spouse work family boundary segmentation preference match/mismatch on employee's affective balance and work engagement. The results show that: the match of employee-spouse work family boundary segmentation can improve the level of employee's affective balance and work engagement; the mismatch of employee-spouse work family boundary segmentation can reduce the level of employee's affective balance and work engagement. Specifically, under the conditions of matching, high work family boundary segmentation preference of both employees and spouses has a stronger positive impact on employees' affective balance and work engagement. Under the conditions of mismatching, if work family boundary segmentation preference of employees is low, and the spouses work family boundary segmentation preference is high, there is a stronger negative impact on employees' affective balance and work engagement. Whether the employee-spouse work family boundary segmentation preference is matching or mismatching, emotional balance plays a mediating role between the employeespouse work family boundary segmentation preference match/mismatch and work engagement.