Abstract

This study empirically examined the relationship between antecedents and outcomes of work-family conflict of married working women. Two types of variables, individual related variable and organization related variable, were defined. It was analyzed what effects theses two types of variables have on work-family conflict. In addition, it was analyzed what effect work-family conflict has outcome variables such as organization commitment, turnover intention and life satisfaction as well. Multiple hierarchical regression were undertaken using data from 196 married working women. The result of this study can be summarized as follows. First, two forms of family social support, both family instrumental support and family emotional support, were negatively related to work-family conflict. Second, of two forms of stress coping style, only emotion-focused style was negatively related to work-family conflict. Third, Perception of a supportive work-family culture had negative effect on work-family conflict. Finally, work-family conflict was negatively related to organization commitment and life satisfaction, but it was positively related to turnover intention, Based on aforementioned results, this study finally discussed managerial implication.