The economic and social transformation has led to the gradual transformation of Chinese family structure from the original “man goes out to work while woman looks after the house” into “double-wage families”. How to achieve the balance between work and family through support programs has become an important goal pursued by individuals and organizations. In the past, the focus of domestic related research is mostly on formal support resources such as enterprise system, system type and employee welfare, while the discussion on informal support resources is relatively insufficient. Moreover, the existing research content is limited to the pressure causing family-work conflict, while the discussion on other causes and consequences of family-work conflict is relatively less. Compared with formal support resources, informal support resources from organizations not only are more effective in alleviating family-work conflict, but also have the advantages of convenient obtaining and low cost. Based on the review of family-work conflict, and the gain and balance theory, this paper explores the mechanism of family-work balance from the perspective of integration and the role of informal support resources.

The results show that: （1）Informal support resources such as work pressure and management support can significantly affect WFC（work to family conflict）and FWC（family to work conflict）. Therefore, in addition to the government’s implementation of “family friendly workplace and family friendly public policy” and organizational support intervention to improve family-work balance, enterprises should also create a culture supporting family-work balance and encourage managers to act as supporters of employees’ family life. Although the support from the administrator is intangible and informal, sometimes it is more effective than formal welfare system.（2）In terms of family-work conflict consequences, WFC has a significant negative impact on job satisfaction, while FWC has a significant negative relationship with life satisfaction. FWC has no significant impact on job satisfaction, but WFC can reduce job satisfaction.（3）Job resource loss（work stress）has a significant moderating effect on the relationship between family-work conflict and job/life satisfaction. As an informal work resource, the administrator’s support can significantly weaken the negative impact of FWC on employees’ life satisfaction. Therefore, in the face of FWC, if the administrator of the organization can maintain a good relationship with employees and provide necessary support in time, the impact of FWC on employees’ life satisfaction can be effectively reduced.

The contributions are as follows: Firstly, this paper takes “family-work conflict” as the core concept, constructs a comprehensive analysis framework on the basis of resource preservation theory, and then tests the antecedents and consequences of family-work conflict from two dimensions of WFC and FWC. Secondly, most of the previous studies focus on the impact of family-work conflict on life well-being. This paper explores the impact of family-work conflict on employees’ job satisfaction and life satisfaction, and pays special attention to the moderating role of informal work resources.