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Background <p>The rapidly evolving and competitive professional environment has significantly intensified the problem of work–family conflict (WFC) among employees. With the advancement of China’s economy and society, this conflictual relationship has gained prominence and has exerted various detrimental effects on individuals and businesses. Based on the job demand–resource framework, this study investigated how employees’ perception of a high-commitment work system (WFC) relates to their work-family conflict, with job embeddedness (JE) as a mediator, and examined the moderating role of gender.</p> Methods <p>A convenience sampling questionnaire survey was conducted among employees in Hainan Province, China, yielding 599 valid responses. Hayes’ PROCESS software was used to validate the proposed hypotheses.</p> Results <p><i>Employees’ perceived HCWSs are positively correlated with WFC</i>, and JE partially mediated the relationship between perceived HCWSs and WFC. Additionally, gender moderated the latter part of the mediation pathway, specifically the relationship between JE and WFC.</p> Conclusion <p>Effective management of human resource systems is crucial in alleviating employees’ WFC stemming from HCWSs and JE. Additionally, gender equality policies should be implemented to ensure equal career opportunities and family support for female employees. These measures will not only enhance employees’ satisfaction and well-being but also contribute to the sustainable development of organizations.</p> Trial registration <p>Not applicable.</p>

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Reverse exploration: how employees’ perception of a high-commitment work system relates to their work-family conflict

  • 期刊论文

  • 出版模式：

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  • 发表日期：

    2025年9月26日

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  • Sidi Chen,
  • Jian-Hong Ye,
  • Ling Pan,
  • Jingnan Hu,
  • Li Wang

摘要

Background

The rapidly evolving and competitive professional environment has significantly intensified the problem of work–family conflict (WFC) among employees. With the advancement of China’s economy and society, this conflictual relationship has gained prominence and has exerted various detrimental effects on individuals and businesses. Based on the job demand–resource framework, this study investigated how employees’ perception of a high-commitment work system (WFC) relates to their work-family conflict, with job embeddedness (JE) as a mediator, and examined the moderating role of gender.

Methods

A convenience sampling questionnaire survey was conducted among employees in Hainan Province, China, yielding 599 valid responses. Hayes’ PROCESS software was used to validate the proposed hypotheses.

Results

Employees’ perceived HCWSs are positively correlated with WFC, and JE partially mediated the relationship between perceived HCWSs and WFC. Additionally, gender moderated the latter part of the mediation pathway, specifically the relationship between JE and WFC.

Conclusion

Effective management of human resource systems is crucial in alleviating employees’ WFC stemming from HCWSs and JE. Additionally, gender equality policies should be implemented to ensure equal career opportunities and family support for female employees. These measures will not only enhance employees’ satisfaction and well-being but also contribute to the sustainable development of organizations.

Trial registration

Not applicable.