中文摘要：

基于组织支持理论和资源保存理论，构建了支持资源作用下的工作-家庭促进模型，通过对40家制造业企业员工的问卷调查，采用多元调节回归的方法进行统计分析。研究结果表明，支持资源作用下的工作-家庭促进对员工组织情感承诺、工作满意度和离职意向有显著影响；情感倾向对支持资源作用下的工作-家庭促进与结果变量之间的关系有调节作用。当个体的情感倾向处于积极时，由组织支持资源带来的工作-家庭促进会显著提高员工的工作满意度、组织情感承诺，降低离职意向。

英文摘要：

Based on the organizational support theory and conservation of resources of theory, this study constructs work-to-family facilitation model under support resources. From survey of employees in 40 manufacturing enterprises and by using moderated multiple regression analysis, the results show that： work-to-family facilitation under support resources has significant impact on organizational affectire commitment, employee job satisfaction and intention to leave. Affectivity has a modevating role on the relationship between work-to-family facilitation under support resources and outcome variables. When the individual＇s affeetivity tend to be positive, the work-to-family facilitation brought by organizational support theory significantly increased employees＇ job satisfaction organizational affective commitment and educed the intention to leave.