The purpose of this study was to examine the relationships of work-to-family conflict, family-to-work conflict, job satisfaction, and intention to quit, and determine if the role of the supervisor moderates those relationships among employees. In particular, this study assessed the supervisory dimensions of production orientation, problem solving skills, subordinate relations, participatory style, and competence. This cross-sectional study used archival data collected from 876 employees at a large high-tech firm in the Pacific Northwest in 2000. This study adds to prior research by utilizing both directions of work-family conflict, having both an attitudinal and behavioral outcomes, and by looking at several different facets of the supervisor as potential moderators. Results showed that work-family conflict in both directions was negatively correlated with job satisfaction, and positively correlated with intention to quit. Also, all supervisory variables were positively correlated with job satisfaction, and negatively correlated with intention to quit. However, the supervisory variables were not shown to moderate these relationships to any significant degree. This may have been due to the limited range of responses, with most ratings of the supervisor being positive or neutral. The findings demonstrate the potential impact to employees and organizations from work-family conflict and supervisory factors, and points to the need for future research to further examine ways to reduce conflict and positively impact organizational outcomes.
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