Employee stewardship behavior is a pro-organizational behavior that the employee initiatively pays attention to the long-term interests of the organization like the organization’s steward in the daily work. Employee stewardship behavior embodies the spirit of the employee’s ownership of the organization and is very beneficial to the long-term development of the organization. Under the background of the aggravation of work-family conflict in the modern society, family supportive supervisor behavior can help the employee balance the relationship between work and family, and thus enhance the sense of belonging and responsibility of the employee to the organization, which may improve employee stewardship behavior. The proactive motivation model proposes that leadership has an important impact on stimulating employee proactive behavior. Based on the proactive motivation model, this paper introduces the perception of insider status to explain the reason motivation of the employee to make proactive behavior, and introduces positive emotional climate to explain the energy motivation of the employee to make proactive behavior.

Through the statistical analysis of the matching data of 97 work team supervisors and their subordinates, this paper finds that: family supportive supervisor behavior has a positive impact on employee stewardship behavior, and the impact process relies on the internal transiting effect of the perception of insider status. In addition, positive emotional climate can strengthen the positive influence of the perception of insider status on employee stewardship behavior, and it can also strengthen the internal transiting effect of the perception of insider status, that is, the higher the positive emotional climate is, the stronger the internal transiting effect of the perception of insider status is.

In terms of theoretical contribution, first of all, the former research object of stewardship behavior focuses on manager and family enterprise; while this paper puts the research object of stewardship behavior into the ordinary employee and the non-family enterprise, which expands the research object of stewardship behavior. Secondly, the influence research of family supportive supervisor behavior is mainly based on the social exchange theory and the resource conservation theory. This paper reveals the relationship mechanism between family supportive supervisor behavior and employee stewardship behavior based on the proactive motivation model, which deepens the understanding of the stimulating mechanism of employee stewardship behavior.

In terms of practice, the enterprise should integrate the training of family supportive supervisor behavior into the supervisor training courses, in order to improve the ability of supervisors to help the employee balance work and family, and create family supportive organizational culture. In addition, supervisors should pay attention to improving the employee’s work participation and the sense of ownership, and creating positive emotional climate within the team, which can provide internal motivation and external energy for the employee to make stewardship behavior.