Work-Family Conflict and Job Satisfaction: Does Organisational Support Matter?

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WORK-FAMILY CONFLICT AND JOB SATISFACTION: DOES
ORGANISATIONAL SUPPORT MATTER?
Mohammad
Mizanur Rahman1+
Noor Azman Ali2
Zuraina Dato'
Mansor3
Amer Hamzah
Jantan4
Samuel Babatunji
Adedeji5
1PhD Student, Department of Management and Marketing, Faculty of
Economics and Management, Universiti Putra Malaysia (UPM), Malaysia
2Associate Professor, Department of Management and Marketing, Faculty of
Economics and Management, Universiti Putra Malaysia (UPM), Malaysia
3,4Senior Lecturer, Department of Management and Marketing, Faculty of
Economics and Management, Universiti Putra Malaysia (UPM), Malaysia
5PhD Student, Department of Accounting and Finance, Faculty of Economics
and Management, Universiti Putra Malaysia (UPM), Malaysia
(+ Corresponding author)
ABSTRACT
Article History
Received: 9 August 2018
Revised: 13 September 2018
Accepted: 18 October 2018
Published: 14 November 2018
Keywords
Academicians
Family work conflict
Job satisfaction
Private universities and work
Family conflict.
JEL Classification
J52; J81.
This study attempts to examine the moderation effects of organisational supports in the
relationships between Work Family Conflict (WFC) and Job Satisfaction (JS) / Family
Work Conflict (FWC) and Job Satisfaction (JS). The collection of data from 303
respondents who are academicians of private universities in Bangladesh was with aid of
the convenience sampling technique. Multi-group analysis with the adoption of the
Covariance Based-Structural Equation Modelling (CB-SEM) technique was used to
complete the analyse procedure for this study. The findings of this study have shown
that both directions of W-FC have significant negative relationships with JS, but in
terms of effects, only WFC has negative significant effects on JS. Furthermore, the
outcome of this research also shows organisational supports do not moderate the
relationships among WFC/FWC and job satisfaction. However, the theories (work
family border theory and conservation of resource theory) have partially supported the
outcomes of this study. In addition, practically, there is the enhancement of the human
resource management and organisational behaviour literatures through the evaluation
of the influences of WFC and FWC on job satisfaction. This study has only utillised
organisational supports as the moderator but other supports from family are good in
future research efforts.
Contribution/ Originality: This study is unique in relation to the academicians in the developing nation with
the need to enhance the organisational supports by the higher authorities to mitigate both directions of W -FC in
order to improve job satisfactions in the universities.
1. INTRODUCTION
Every individual’s adult life is a function of two significant factors such as work and family, which involve a
person saddled with various responsibilities that demand high level of time and energy. Consequently, the
multiplicity of duties in relation to the earlier stated factors related to W-FC. Empirical studies have reflected the
fact that a two-dimensional construct is entailed in explaining the W-FC: one dimension relates to conflict that
International Journal of Asian Social Science
ISSN(e): 2224-4441
ISSN(p): 2226-5139
DOI: 10.18488/journal.1.2018.812.1157.1169
Vol. 8, No. 12, 1157-1169
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evolves due to the family duties that obstruct the job duties while the other depicts the inhibition created between
the work responsibilities and the family duties (Beutell, 2010; Kinnunen et al., 2010). The previous studies by
Minnotte et al. (2013); Minnotte et al. (2015) show that the relationship between work and family is reciprocal due
to W-FC, hence, the negative effect of work on family and the family in turn, affecting work negatively. Briefly, the
outcome of previous studies have ascertained that W-FC is associated with increased sales targets, parental
discomfort, slowing down of family contentment, job fulfilment and corporate assurance (Karatepe and Kilic, 2007;
Lu et al., 2010). Despite efforts already made to determine the impact of W-FC on JS and other associated variables,
in relation to hospitality staffs, social employees, university professors, computer professionals, etc., this impact is
yet to be considerably felt especially, in relation to various individual and organisational outcomes among the
academicians of private universities in Bangladesh (Grandey et al., 2005). Nevertheless, Locke (1969) is of the
opinion that, as far as the teaching job is concerned, JS is responsible for the sustenance of the total education
quality in a nation. He also opined that JS is one factor, which helps to guarantee emotional stability for a person
after a due assessment of his occupation.
From several previous studies, job dissatisfaction is associated with many negative structural outcomes, which
includes high labour turnover rate, diminished work performance and the low assurance level towards the corporate
entities (Rahman et al., 2017;2018). Apart from the existing public universities within the economy, the fundamental
purpose for the establishment of private universities in Bangladesh was to provide more opportunities for the
achievement of higher education. According to Rahman and Chowdhruy (2012) various private universities in the
country, have on a yearly basis been involved with the employment of a number of fresh graduates with good
qualifications, as academicians. However, the private universities have been experiencing major changes in working
practices of the academics i.e. in terms of efforts and time, hence, the teaching profession has become more
challenging with the continuous and increasing institutional demands, accountability and work pressures (Fang et
al., 2011). In the various private universities, the work intensification of an academician (50-60 hours) has become
the norm/customs (Greenhaus et al., 2001). The role conflict in work and family domains, which is involved when
individuals cannot house the stress from the latter, is W-FC (Greenhaus and Beutell, 1985). Due to the frustration
derived from conflicts, the desires to become academicians by fresh graduates are declining because of students’
denial of quality education.
Previous researchers have devoted attention to these occurrences in the two domains and have demonstrated
that these conflicts have negative effects on significant corporate results such as JS, absenteeism, turnover
intentions and affective organisational commitments as well as important individual outcomes such as family
satisfaction, depression, hypertension and life satisfaction (Frone et al., 1992; Frone, 2000). On a further note,
efforts made so far in this area of research had centered on evaluating the key impacts with less focus on the
moderating variables effects, even though, the latter through various research work have shown that the results are
not consistent, despite their inclusion (Boles et al., 2003). In addition, most of the earlier studies showed that
organisational supports and other supports are the antecedents of both directions of W -FC that negatively relate to
W-FC (Maertz and Boyar 2011). Apart from that, they focused on only the one direction of W-FC (W to FC) but
Maertz and Boyar (2011) recommended that researchers emphasise on both directions of W-FC due to the
difference of its effects on outcome variables. Thus, in order to fill up these gaps, following the principles of COR
theory and suggestions of Maertz and Boyar (2011) the main objective of this study is to test the moderation effects
of organisational supports (OS) in the relationships between both directions of W-FC ( W to FC and F to WC) and
JS of academicians of private universities in Bangladesh. In relation to the fundamental objective, the following
specific objectives are to:
1. Investigate the effect of W to FC on JS of academicians of private universities in Bangladesh.
2. Examine the effect of W to FC on JS of academicians of private universities in Bangladesh.

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3. Determine the moderation effect of OS in the relationship between W to FC and JS of academicians of
private universities in Bangladesh.
4. Test the moderation effect of OS in the relationship between F to WC and JS of academicians of private
universities in Bangladesh.
2. THEORETICAL FOUNDATION BASED ON LITERATURES
In order to understand the meaning of W-FC, earlier researchers used two fundamental theories named
Boundary theory and Border theory. Following the principles of these two theories, other theories relating to W-
FC are developed. However, in making a comparison between these two theories, border theory is fairly newer
which enhances the understanding of the relationship between work and family in current civilizations (Chen et al.,
2009). Like boundary theory, border theory deliberates on work and family, which are two separate domains;
moreover, this theory also focuses on the effects of one domain on the other domain (Chen et al., 2009). Based on
this principle, the framework is:
Figure-1. Framework using work family border theory
As one of the fundamental objectives of this study is to investigate the moderating effects of OS on the
relationship between both directions of W-FC and JS, so, Grandey and Cropanzano (1999) suggested that Hobfoll’s
Conservation of Resources (COR) theory may be a productive theoretical support in order to investigate the
intervening effect. However, the main principle of COR theory is that an employee always struggles to build,
protect and retain the resources and these resources may include objects, energy (e.g. time, money and knowledge),
conditions (e.g. unemployed and marital status) and personal characteristics (e.g. self-esteem) (Hobfoll, 1989). In
this study, OS considers one of the resources that can moderate the relationships between both directions of W-FC
and JS. Now, based on the proportions of the border theory and COR theory, the following research framework is
formulated.
Figure-2. Research framework

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2.1. WFC and Job Satisfaction
A multi-disciplinary approach (sociology, psychology and management) adopted by various scholars to
determine the relationship and effect of WFC on workers’ JS (Rahman et al., 2018). Locke (1969) opined that JS is
one factor, which helps to guarantee emotional stability for a person after a due assessment of his occupation. In
addition, from several previous studies, it has been verified that job dissatisfaction is associated with many negative
structural outcomes, which include high labour turnover rate, diminished work performance and the low assurance
level towards the corporate entities (Judge et al., 2001; Samuel et al., 2017). The results of the past studies have
shown how WFC and JS are negatively associated (Rahman et al., 2018). In addition, a meta-analysis test by Michel
et al. (2010) on W-FC models show that a negative relationship exists between WFC and JS. Based on the findings
above, the following hypothesis is:
H1:
WFC has negative effects on JS.
2.2. FWC and Job Satisfaction
In earlier periods, many researchers have evaluated the results of the dual directions of conflict (WFC and
FWC) and JS based on time, anxiety, and even attitude. Again, many research efforts have been involved with the
examination of the association between family work conflicts and JS with the results suggesting a negative impact
on JS (Boyar and Mosley, 2007; Lu et al., 2009). Subsequently, various researches (Eby et al., 2005; Lu et al., 2008;
Yildirim and Aycan, 2008; Bartram and Casimir, 2009) also investigated the related effects of family-work conflict
and the outcome is that family/work conflict is responsible for job dissatisfaction. In line with the above results, the
following hypothesis is:
H2: FWC has negative effects on JS.
2.3. WFC and JS Moderated by OS
Earlier researchers such as Matthews et al. (2010) and Seiger and Wiese (2009) had made efforts to investigate
the moderating effects of social supports on the relationship between only the direction of WFC and JS (Michel et
al., 2010). After their efforts, Ferguson et al. (2012) also took an initiative to test the moderation effects of perceived
social supports on the relationship between WFC and JS. However, Ferguson et al. (2012) also did not focus on
FWC in the model. Similarly, Greenhaus et al. (2001) studied the influence of family-supportive supervision on work
family balance through work family conflict. Therefore, based on these review of literatures, the following
hypothesis is:
H3:
OS may moderate the relationship between WFC and JS.
2.4. FWC and JS Moderated by OS
O’Driscoll et al. (2004) conducted a longitudinal study on support from coworkers (work supports) to moderate
the relationships between W to FC and F to WC with family satisfaction. In addition, Ng and Sorensen (2008)
stated that coworker support (work supports) significantly moderated the relationship between W-FC and job
satisfaction. However, comparatively less attention has been given to examine the OS as a moderator in the
relationship between F to WC and outcome variable such as JS.
H4:
OS may moderate the relationship between FWC and JS.
In summary, this study with respect to the previous literatures, different backgrounds and results obtained,
used both of the directions of W-FC (WFC and FWC) in this research paper. In the literatures, WFC and FWC
negatively relate to JS while JS is a significant attitude related to the work output among not only the employees or
workers but also employers. Hence, OS may moderate the degree of the relationships among WFC, FWC and JS.

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3. METHODOLOGY
In this part, the sample and procedure, participants, measures (reliability and validity), plan for analysis and
ethical consideration have been included as discussed in the sub-headings below.
3.1. Sample and Procedure
Structured close-ended questionnaire packages were developed and sent to the respondents (academicians of
private universities in Bangladesh) to collect the data. In this study, WFC and FWC are independent variables and
JS is the dependent variable while OS acts as a moderating variable. In this study, with the convenience sampling
method roughly 650 questionnaires administered on the respondents to complete the data collection procedures.
However, married academicians had preference because they majorly experience the challenges of having to cope
with both work and family roles. In furtherance to fulfilling the conditions required for respondents to meeting with
the capability for completing the questionnaire, efforts made to translate the contents of the latter into the native
(Bangla) language. Consequently, questionnaires returned are 321filled up out of which the discarded are 18,
because the respondents provided either inconsistent information or missing data (10) and outliers (08). Finally, the
sample size used was 303 academicians.
3.2. Participants
In this study, 75% respondents were male while 25% were female. Among them, 91% respondents were married
with the rest unmarried. Majority (56%) of the respondents were 35 years and above but in terms of job experience,
57% of the respondents have 1- 10 years. 37% of the respondents’ stay with their parents.
3.3. Measures with Reliability, Validity and Measurement Model
Byron (2005) and Eby et al. (2005) suggested the usage of dual dimensions of W-FC because numerous
empirical literatures have shown that each type of conflict has different backgrounds and results. However, in this
research both of the dimensions of W-FC such as WFC and FWC are independent variables. Each of the
independent variable contains 9 items i.e. “The time I devote to my job keeps me away from participating in
household responsibilities”. “When I get to work from home, I am often too frazzled to participate in job
responsibilities”. While JS as dependent variable has been measured by 6 items such as “I find real enjoyment in my
job”. Response options ranged from (1) “strongly disagree” to (5) “strongly agree”. With respect to checking the
reliability of the research items, the pilot study was on the feedback from 50 respondents, but the outcome of the
reliability test was not acceptable due to its being below .50. However, after the discussions with the co-authors, the
language for rephrasing the questionnaire was the native (Bangla) language. Consequently, we have a good
reliability result of more than .80 as shown in Table 1. In addition, the unidimensionality test was through the
Confirmatory Factor Analysis (CFA) of the individual research variables. Unidimensionality haven been used in
measuring items for WFC, FWC and JS have an acceptable factor loading of above 0.6 (Zainudin, 2012). In this
research, the factor loading of (0.6) for each item is suitable because the items used for each construct were already
established. Three types of validity (convergent, construct and discriminant validity) are involved in this research
paper.
Table-1. Measures of reliability and validity
OI
α
UI
CR
AVE
RMSEA
GFI
AGFI
CFI
X2/df
Discriminant Validity r≤.90
JS
18
.824
10
.825
.45
.059
.980
.944
.987
1.45
Correlation between a pair of
latent exogenous construct was
les than 0.90
W to FC
9
.821
4
.822
.56
.036
.986
.941
.956
1.34
F to WC
9
.811
4
831
.51
.054
.943
.923
.941
1.67
OS
6
.765
4
.786
.39
.012
.942
.913
.911
0.66
OI= Observed Items, UI= Un-observed Items CR = Construct Reliability, AVE = Average Variance Extracted, RMSEA = Root Mean Square Error of
Approximation, GFI = Goodness-of-fit Index, AGFI= Adjusted Goodness of Fit, CFI= Comparative Fit Index, X2/df = Chi Square/Degree of Freedom.

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3.4. Plan for Analysis
Data analysis has been carried out by using the AMOS and SPSS software,. In the first instance, the descriptive
statistics including mean, standard deviation (SD), reliability, and correlation analysis were determined using SPSS
(Table 2). Meanwhile, the relationship between WFC and FWC and JS was through a correlation analysis.
Additionally, the multi-group structural equation modeling aided in knowing whether the influences significantly
differ by any means on OS. In this study, OS, which acts as a moderator was not included in both the measurement
and structural models used. Before conducting the final analysis and hypotheses testing, it was agreed to test for
the model fit (measurement model), because, if the measurement model is not of good fit, the structural model will
not be effective. The following measurement model (fig. 3) is a good fit because it was shown that the overall
measurement model has yielded good fit with data χ2/df=1.234, RMSEA=0.029, CFI=0.989, GFI=0.964 and
AGFI=.944.
Figure-3. Measurement Model
Source: Authors’ creation using AMOS
3.5. Ethical Consideration
The doctoral committee of the Faculty of Economics and Management and Research Management Center
(RMC), Universiti Putra Malaysia gave prior ethical approval to pursue this study from the Institution where in the
first author of this paper is a registered student for the PhD program.
4. RESULTS AND FINDINGS
The results and findings part of this study start with the descriptive and correlation analysis to know the
general pattern of the relationships among the variables. In the second stage, the direct effects of both directions of
W-FC on JS were to test for the H1 and H2. Finally, the multi-group analysis was to test for the moderation effects
of OS in the relationships between WFC and JS/ FWC and JS.
Table- 2. Descriptive and correlation analysis
Mean
SD
1
2
3
JS
3.49
.50
1
WFC
2.87
.67
-.34**
1
FWC
2.48
.59
-.19**
.33**
1
Source: Authors’ calculated values

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Table 2 presents that the mean value of JS (m=3.49, SD= ±0.50) of the academicians of private universities in
Bangladesh was high and the mean value of WFC (m=2.87, SD=±0.67) and FWC (m=2.48, SD=±0.59 were in
moderate level. Correlation analysis showed that both WFC (r= -.34, p<0.00) and FWC (r= -.19, p<0.00) have a
negative relationship with JS. The results show that a high-level of W-FC conflict lead to decreasing level of JS
among academicians of private universities in Bangladesh. Nevertheless, if we compare between WFC and FWC,
then, the WFC shows negative correlation with JS. The possible explanation for this occurrence is that, in
Bangladesh as a developing country, getting the job, especially as an academician is very difficult (Rahman and
Chowdhruy 2012).
4.1. Structural Model
Figure-4. Structural Model
Source: Authors’ creation using AMOS
Table-3. Result of the Effect of W-FC on JS
Estimate
S.E.
C.R.
P
JS
<---
WFC
-.301
.082
-3.63
.000
JS
<---
FWC
-.081
.078
-1.05
.114
Source: Authors’ calculated values
Figure 4 and Table 3 indicate the direct effect of WFC, FWC and JS. Overall, WFC and FWC explained 11%
variance in JS (R2=0.11). Specifically, the results indicated that only WFC has significant negative effect on JS (β= -
.301, p<0.000). Thus, H1 is accepted. However, the FWC has a negative effect on JS (β= -.081, p<0.114) but the
result is not significant. Thus, H2 is not accepted. The results suggested that increasing level of W-FC is associated
with decreasing level of JS.
Table- 4. Result of the moderating effects of OS in the relationships between WFC/FWC and JS
Work Family Conflict
Family Work Conflict
Models
CMIN
P
CMIN/DF
CMIN
P
CMIN/DF
Unconstrained
31.41
.766
.827
56.57
.027
1.489
Measurement weights
36.81
.770
.837
69.96
.008
1.590
Structural weights
38.19
.754
.849
71.47
.007
1.588
Measurement residuals
49.89
.669
.907
82.75
.009
1.505
Saturated model
.000
.000
Independence model
775.95
.000
13.856
720.13
.000
12.860
Source: Authors’ calculated values

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In order to test for the moderating effects, we used the multi group analysis (AMOS, 22 version) in the
WFC/FWC- JS link in the model. In AMOS, the first step is to test the moderation effect on the overall WFC-JS
model. A comparison of the unconstrained model with the measurement residual model is to determine the
moderating effect. Both, models should be significant and in terms of chi-square (X2) the unconstrained model must
be smaller than the measurement residual model. From the moderation table (WFC-JS), it is seen that the chi-
square (X2) value (31.41) of unconstrained model is smaller than measurement residual model (49.89) but both of
the models are not significant at P>.05. Therefore, OS does not have moderating effects of on the relationship
between WFC and JS. Thus, H3 is not accepted.
Nevertheless, from the moderation table (FWC-JS), it is seen that the chi-square (X2)) value of unconstrained
model 56.57 is smaller than the measurement residual model 82.75 and both of the models are significant at P ≤.05.
So, we proceed on another test, to determine whether this chi-square (X2)) difference is significant or not, using
model comparison table.
Table-5. Chi-square (X2) significance
Model
DF
CMIN
P
NFI Delta-1
IFI Delta-2
RFI rho-1
TLI rho2
Measuremunweights
6
13.392
.037
.019
.020
.008
.009
Structural weights
7
14.898
.037
.021
.022
.008
.008
Structural covariance
8
15.211
.055
.021
.022
.006
.006
Structural residuals
9
15.942
.068
.022
.023
.004
.005
Measurement residuals
17
26.181
.071
.036
.038
.001
.001
Source: Authors’ calculated values
From the model comparison as in Table 5, we found the difference between the chi-square (X2)) values of
measurement residuals and unconstrained model to be (82.75- 56.57= 26.18). However, this difference is not
statistically significant. Therefore, there is no moderation effects of OS on the relationships between FWC and JS.
Thus, H4 is also not accepted.
5. DISCUSSIONS
In relation to our research framework and objectives, we formulated four hypotheses, thus, the need to discuss
the results. Based on the concept of work family border theory, the possible relationship between WFC and JS is
such that if WFC increases, the level of JS will reduce (Kopelman et al., 1983; Frone et al., 1992). This study also
showed that WFC has significant negative effect on JS. This finding is consistent with earlier studies by Anafarta
(2011); Buonocore and Russo (2013); Rahman et al. (2018) who reported that high level of WFC is the cause of low
JS. In addition, Karimi (2008) conducted a research in a non-western society with regards to the experience of WFC
and some possible related outcomes. The findings of that research indicated that WFC has significant and negative
effects on JS.
The second finding of this research showed that, FWC shows significant negative relation to JS but it has no
significant negative effect on JS. As earlier stated, most of the previous researchers focused on only one dimension
of W-FC named WFC while less attention has been given to FWC. Whereas the study by Aryee et al. (1999)
demonstrated that FWC is also negatively related to JS. The possible explanation for this inconsistent finding is
that less attention is on the multidimensional nature of W-FC (Casper et al., 2007; Lapierre et al., 2008).
The next stage of this study is to investigate the moderation effect of OS. Based on the earlier literatures, the
prediction was that OS might moderate the relationships between both directions of W-FC and JS. However, the
finding of the present study showed that OS has no moderation effect in the relationship between both directions of
W-FC and JS of academicians of private universities in Bangladesh. However, these findings do not show any
consistency with the findings of earlier published articles (Salami, 2007) but this finding is also consistent with
those of Frone et al. (1992). However, in this study, respondents reported positive experience regarding OS, which

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can ensure the employees’ JS. Therefore, the suggestion is to provide more OS for satisfaction, which will in turn
generate energy and enthusiasm among employees to enable them, take part actively in work and family roles
involvement in order to produce better work-family balance.
6. CONTRIBUTIONS OF THE STUDY
The outcomes of this research have both theoretical and practical implications as highlighted in the sub-
headings below.
6.1. Theoretical Implications
In this study, two theories (work family border theory and COR theory) have been used to formulate the
hypotheses. Work family border theory enhances the understanding of the relationship between work and family in
current civilizations. Based on the principles of this theory, the hypothesis was that both directions of W-FC have
negative effects on JS. However, from the findings of this study, it has found that only WFC has significant
negative effect on employees’ JS. Moreover, in relation to the concept of COR theory, it was predicted that OS may
moderate the relationships between both directions of W-FC and JS. Nevertheless, in terms of this study, OS does
not moderate the relationships between both directions of W-FC and JS. Therefore, theoretically, there is a partial
support for the study.
6.2. Practical Implications
Apart from the theoretical contribution, it has broadened the knowledge base on OS in relation to the
relationships among W-FC and job satisfaction. Furthermore, it has also clarified how the dimensions of W-FC and
JS may help in arranging and designing assistance program for business alongside improved counselling action that
can be in place. In the light of the latter, it is impossible to underestimate both the personal and corporate negative
consequences that are associated with work-family conflict and the resultant high job dissatisfaction level (such as
physical and emotional distress, low efficiency and commitment levels, turnover plans, etc.). As earlier stated, that
to work as academicians in private universities is one of the global stressful occupations, Bangladesh is not an
exception and because of the incompatibility of work and family roles, the academicians always encounter either
WFC or FWC. This study, however, contributes in relation to the latter, by investigating the relationships between
W-FC and JS as far as academicians of private universities in Bangladesh are concerned. These findings and
understanding may also be helpful to the higher authorities of universities in Bangladesh to ensure that JS reduces
W-FC to enhance the standard of education with the hiring of top plight academicians.
7. LIMITATIONS AND AREAS FOR FURTHER RESEARCH
Despite this study making for an important understanding of the association between W-FC and JS as well as
contributing value in relation to the knowledge base with respect to work and family issues, some significant
questions in terms of what future studies should be concerned with are still apparent. In other words, there are
some drawbacks, which future scholars have to focus on. In the first instance, this study constitutes the social
context that is not in tandem with those of other studies and specifically only on the private universities in
Bangladesh. Hence, the outcomes not being applicable to other sectors due to the variations in their settings.
Therefore, comparative studies could be carried out in the future among various developing countries of Africa
(such as Nigeria, Egypt, and South Africa) and developed countries (such as the United States, United Kingdom,
and Australia), to further enhance the studies in this aspect of human endeavour. In addition, the moderating role of
OS on the relationships between W-FC and JS is part of this study. Consequently, future studies need to address
other potential moderators that are significant to the Bangladeshi environment with special reference to moderators
like social support environment, personality, family dynamics and size, cultural practices, and leadership styles. In

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relation to this study, it was realised that among the genders, experiences were different concerning W-FC and JS
that requires that, future research efforts should focus on exploring the factors that have been responsible for such
differences.
8. CONCLUSION
This current research has benefit to the knowledge base with particular reference to W-FC by investigating the
relationships among W-FC dimensions and JS in relation to the academicians of private universities in emerging
nations like Bangladesh with the result that each of them has significant negative relationship with respect to job
satisfaction. However, WFC has significant negative effect on JS while the reverse is the case for FWC. In addition,
the result of the study has also shown that the OS does not moderate the influence of W-FC on job satisfaction.
Consequently, in an earlier statement made that working, as an academician in a private university is one of the
most globally demanding jobs, academicians of private universities experience numerous problems on their jobs
coupled with working under undue strains. Moreover, they may often experience W -FC because of high
expectations from the job and the incongruence experienced between the job and family roles. Thus, as W-FC has a
lot of setbacks for employers and workers, it is required that researchers and corporate managers get familiar with
the dimensions and context of W-FC and their influences on many organisations and employees, as well as
occupations and cultures. This new orientation may be helpful to other various decision makers in other entities to
the extent that necessary actions be involved in mitigating the W-FC and the associated negative drawbacks.
Funding: This study received funding from “TAWARAN GERAN UNIVERSITI PUTRA MALAYSIA
TAHUN 2017” GP-IPS/2017/9517600.
Competing Interests: The author declared no potential conflicts of interest with respect to the research,
authorship, and/or publication of this article.
Contributors/Acknowledgement: All of the authors contributed equally to the conception and design of
the study.
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