<p>Work 2021from home (WFH) emerged as a new working model in the post-pandemic era. Female employees in Chinese private enterprises have faced increased constraints from WFH, intensifying conflicts between work and family responsibilities. Based on the Stressor–Strain–Outcome (SSO) model, this study defined WFH stressors as the stressor, work–family conflict as the strain, and work burnout and turnover intention as the outcomes. This study utilized moderated mediation models to investigated ways to provide organizational support for female employees during potential disruptions. A three-wave survey was conducted, collecting data from 871 female employees working in various Chinese private enterprises. The findings indicated that (1) WFH stressors significantly affected work burnout and turnover intention; (2) Work-family conflict partially mediated the relationships between WFH stressors and both work burnout and turnover intention; (3) Perceived organizational support moderated the relationship between work-family conflict and work burnout/turnover intention, as well as the indirect relationships. This study highlighted the necessity of formulating organizational strategies for female employees in private enterprises in China to ensure they receive enhanced protections that support their continued participation in the workforce. The findings contribute to the literature by extending the SSO model to the WFH context and providing novel insights into gender-specific organizational support mechanisms. The Proposed insights aim to provide actionable guidance for organizational managers to mitigate potential disruptions from future pandemics and to advance gender equality in the workplace.</p>