基于自我决定理论，构建了以工作场所人情感知为自变量，心理需求满足和主观活力为链式中介变量，工作压力为调节变量，工作增益家庭为结果变量的研究模型，并通过一个包括300份数据的情境实验以及两轮包括288份数据的问卷调研探讨了工作场所人情感知对家庭界面正向溢出的作用机制。研究结果表明：工作场所人情感知对工作增益家庭有显著正向影响；心理需求满足和主观活力起中介以及链式中介作用；工作压力不仅负向调节了心理需求满足与主观活力的关系，同时负向调节了工作场所人情感知经由心理需求满足和主观活力对工作增益家庭的影响。

Drawing on the self-determination theory, this study constructs a theoretical model to explore the mechanism through which employees’ perception of workplace renqing exerts positive spillovers to their family domain. In this model, workplace renqing perception serves as the independent variable, psychological need satisfaction and subjective vitality serve as two serial mediators, job stress serves as the moderator, and work to family enrichment serves as the outcome variable. Based on analyses of 300 observations from the scenario experiment and 288 responses from the two-wave survey of full-time employees, the results provide overall support for our hypotheses. The findings showed that workplace renqing perception has a significant positive effect on work to family enrichment; psychological need satisfaction and subjective vitality function as mediators as well as serial mediators; job stress not only negatively moderates the relationship between psychological need satisfaction and subjective vitality, but also negatively moderates the indirect effect of workplace renqing perception on work to family enrichment via psychological need satisfaction and subjective vitality.