The Effect of Work–Family Facilitation on Employee Proactive Behavior: A Moderated Mediation Model

Hongyuan Zhang, Chang Liu () and Shuming Zhao
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Hongyuan Zhang: School of Business, Jiangsu Ocean University, Lianyungang 222005, China
Chang Liu: School of Business, Jiangsu Ocean University, Lianyungang 222005, China
Shuming Zhao: School of Business, Nanjing University, Nanjing 210093, China

Sustainability, 2025, vol. 17, issue 4, 1-20

Abstract: Work–family relationships play a crucial role in employee performance and organizational sustainability. This study explores the mechanisms and boundary conditions of how work–family facilitation (WFF) influences employee proactive behavior (PB) by constructing a theoretical model that incorporates psychological capital (PC) as a mediator and high-commitment work systems (HCWS) as a moderator. Based on Conservation of Resources (COR) theory and Social Exchange Theory, data were collected from 126 enterprises in Nanjing, Hefei, Nantong, and Lianyungang through stratified sampling, and the analysis was conducted using SPSS, MPLUS and HLM software. Cross-level regression analysis and path analysis revealed that WFF positively impacts PB, with PC mediating this relationship. Furthermore, HCWS significantly moderates the effect of PC on PB. The findings highlight the importance of fostering a supportive work–family balance, enhancing employees’ psychological capital, and implementing HCWS to encourage proactive behaviors and drive organizational sustainability. This study offers theoretical insights and practical recommendations for optimizing human resource management practices to unlock employee potential and enhance organizational innovation and competitiveness.

Keywords: work–family facilitation; employee proactive behavior; psychological capital; high-commitment work systems (search for similar items in EconPapers)
JEL-codes: O13 Q Q0 Q2 Q3 Q5 Q56 (search for similar items in EconPapers)
Date: 2025
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