越来越多的组织开始推出家庭友好政策以帮助员工平衡工作和家庭，但在中国文化背景下应该制定包含哪些内容的家庭友好政策？人力资源部采取哪些行为帮助这些政策的落实与执行？员工工作-家庭平衡之后对组织有什么作用？这些问题不得到解决，会直接影响组织家庭友好政策的制定和有效执行。本研究拟采用扎根理论、访谈法、日记法、追踪法、问卷调查等定性研究与定量研究相结合的方法，确定中国文化背景下的家庭友好政策内涵，重点探讨作为嵌入型团队和跨界者的人力资源部，在促进家庭友好政策执行的动态过程中采取的跨界行为，诠释家庭友好政策对组织绩效及个人绩效的动态影响过程；试图区分家庭友好政策和政策执行情况对组织绩效及个人绩效影响的差异；整合并建立家庭友好政策对组织及个人跨层次作用效果理论框架。本研究有望形成组织家庭友好政策指南，探明家庭友好政策作用机制和效果，为组织采取有效措施帮助员工平衡工作和家庭以及提高组织绩效提供实证支持。

More and more organizations begin to launch family friendly policy to help employees balance work and family, however, what should be included in the family friendly policy in the context of Chinese culture? How do the human resource departments help implement and enforce the policy? What is the impact on organizations when employees achieve work-family balance? These problems will directly affect the formulation of family friendly policy and effective implementation if they cannot be solved. Using combining qualitative and quantitative methods such as grounded theory, interview method, diary method, longitudinal method and questionnaire survey, this study explains the connotation of family friendly policy in the context of Chinese culture, focuses on investigating the performance of the boundary-spanning functions of human resource departments as embedded teams and boundary spanning roles in the dynamic process of facilitating the implementation of family friendly policy, and to describe the dynamic impact on organizational performance and individual performance by family friendly policy. Also, this study tries to distinguish different effects on organizational performance as well as individual performance by the implementation of family friendly policy. Additionally, theoretical framework of multilevel effects of family friendly policy on organizations and individuals are integrated and established. The findings can be used to formulate a family friendly policy guide and prove the action mechanism and effects of family friendly policy, which offer empirically support for organizations to take effective measures to help employees balance work and family and to improve organizational performance.