How employees perceive work–family balanced HR practices: a moderated mediation analysis with psychological capital and differentiated leader–member exchange

Purpose Work–family balance has become one of the primary job considerations in recent years. For enterprises, the psychological behavior of employees has also received greater attention. This research aims to reveal how work–family balanced human resource practices (WFB-HRP) influence employees’ performance through psychological capital and how such influence was moderated by differentiated leader–member exchange (DLMX). Design/methodology/approach Data were collected through a structured survey of 2,197 employees. The relationships among WFB-HRP, psychological capital, DLMX and employee performance were analyzed to understand the direct and indirect effects. Findings The findings reveal a positive association between WFB-HRP and employee performance, mediated by psychological capital. Moreover, DLMX moderates both the direct influence of WFB-HRP on employee performance and its indirect effect through psychological capital. Specifically, greater DLMX strengthens the impact of WFB-HRP on employee performance via psychological capital. Research limitations/implications The research seeks to contribute to understanding how organizational practices influence employee performance in the context of work–family balance, with particular attention to the interplay of psychological factors and leadership dynamics. Practical implications This research underscores the importance of implementing work-family balanced HR practices for enhancing employee performance. Moreover, it highlights the significance of fostering positive psychological capital among employees and cultivating differentiated leader–member exchange to maximize the effectiveness of WFB-HRP initiatives. Originality/value This study contributes to the literature by elucidating the mechanisms through which WFB-HRP influences employee performance, emphasizing the pivotal roles of psychological capital and DLMX. The findings offer practical insights for organizations seeking to optimize their HR practices and leadership strategies to unlock high performance in the workplace.