Abstract

Work-family conflict has been known to have negative effects on organizational outcomes such as organizational commitment, work satisfaction and turnover intention, and family life satisfaction. It is necessary, therefore, to identify organizational variables that could decrease work-family conflict for better human resource management in organizations. Based on the results of existing studies indicating that family supportive organizational culture could decrease the work-family conflict, the present study examined the relationship between family supportive organizational culture and several important organizational effectiveness variables such as organizational commitment, work satisfaction, turnover intention, work-family conflict, and family life satisfaction. 251 male and female married employees were asked to respond to the questionnaires that measured the variables mentioned above. In order to find out the relationship among the variables, and mediating effect of work-family conflict, regression analysis was conducted. The analysis was conducted on group of men in dual-earner family, group of women in dual-earner family and group of men and women in a single-earner family. The results indicated that family supportive organizational culture had positive relationships with organizational commitment, work satisfaction, and family life satisfaction and negative relationships with work-family conflict and turnover intention. Also, work-family conflict mediated the relationship between family supportive organizational culture and organizational effectiveness variables and family life satisfaction on group of men and women in dual-earner family.