The purpose of this study is to examine the relationship between high‐performance work systems (HPWS) and the work–family interface (i.e. work–family conflict (WFC) and work–family facilitation (WFF)) in a Chinese context. We used job autonomy and self‐efficacy as an underlying mechanism for describing the relationship between HPWS and the work–family interface. Using data from 152 HR managers and 1324 employees, we found that the HPWS was positively associated with both job autonomy and self‐efficacy. We observed that self‐efficacy was an important mechanism to explain the relationship between HPWS and WFF and WFC. We also observed that job autonomy mediated the relationship between HPWS and WFF, but its presence was not significant between HPWS and WFC. One unique contribution of the study is that the authors extended the job demands–resources model to Chinese employees, confirming that self‐efficacy is an important mechanism linking HPWS with WFC and WFF. Practical implications and future research directions are discussed.

Purpose Considering work and family responsibility has become an important issue due to changes in the lives of people, understanding work and family responsibilities is essential for organizations in assisting employees to increase their well-being. Therefore, the purpose of this paper is to find the impact of perceived organizational support (POS) on work–family facilitation (WFF) and work–family conflict (WFC) and eventually on employee well-being. Design/methodology/approach A survey questionnaire is administered to 1,340 employees of Chinese enterprises. Structural equation modeling is used to test the model fit. Findings Results of this study indicate a significant positive relationship between POS and WFF and significant negative relation between POS and WFC. Results of this paper also indicate that WFF and WFC partially mediate the relationship between POS and employee well-being. Originality/value Over the past two decades, the extent of research on work–family literature has been increased. Most of the work–family research works have been conducted in the Western countries. Very little is known about whether these results are applicable to Eastern societies. This study is extended to focus on work–family literature by drawing a sample from different regions of China. The findings of this study may provide a good understanding of WFC and WFF for Chinese employees. This study stresses the importance of providing organizational support to increase the well-being of employees.