摘要：The aim of the study was to explore if and to what extent a positive perception of Human Resource Management Practices could be related to Organizational Citizenship Behaviors and if the Work–Family Interface could act as a mediator of such relationship. A group of 406 employees of an Italian sector of the Public Administration filled in a self-report questionnaire encompassing socio-professional information and the following psycho-social measures: Perception of Human Resource Management Scale, Work–Family Interface, and Organizational Citizenship Behaviors Scale. The results confirmed the importance of Human Resource Management Practices perceptions for positive Organizational Behaviors underlining the crucial role played by positive work-to-family and family-to-work spillover as mediators. The study reflected on the work–family relationships demonstrating the mediating role of positive work–family spillover in the relationships between perceived HR practices and organizational citizenship behaviors. The main limitations were related to the cross-sectional nature of the study and to the self-report measures used that raised concerns about possible common method bias. The findings showed implications for HR practices to plan actions and interventions aimed at supporting employees’ work–family balance and at encouraging organizational citizenship behaviors.
