Previous research on high-performance work systems (HPWS) has primarily examined their effects on performance variables at the organizational level. However, such organizational-level HPWS may differ from the HR systems actually experienced by employees, and the impact of these systems on employees' family domain has been largely overlooked. Accordingly, this study extends existing discussions by exploring the mediating role of basic psychological needs satisfaction and the moderating role of performance pressure in the process through which perceived HPWS influences work-to-family enrichment. Path analysis of data from 418 military officers in the Republic of Korea Army revealed that perceived HPWS was significantly and positively related to basic psychological needs satisfaction, and that basic psychological needs satisfaction mediated the relationship between perceived HPWS and work-to-family enrichment. Furthermore, performance pressure negatively moderated the relationship between perceived HPWS and basic psychological needs satisfaction, and a significant negative indirect effect on work-to-family enrichment through basic psychological needs satisfaction was confirmed. Through these findings, this study identifies what kind of HR system can create a reciprocal relationship between work and family, and further provides managerial implications for maximizing the positive effects of such systems.