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

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.