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 affective 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 affectivity tend to be positive, the work-to-family facilitation brought by organizational support theory significantly increased employees' job satisfaction, organizational affective commitment and reduced the intention to leave.%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.
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