This study was performed to review the experience of work-family conflict and work-family
enrichment with social support as the moderator. Work-family conflict or enrichment occurs when
behaviours, moods, stresses, and emotions from work bring bad or good effects into family. Social
support has been seen as an important factor to assist employees with their role at work and at home.
This will reduce work-family conflict among the employees and achieve positive level of inter-role
between work and family, which is work-family enrichment. The review provides evidence that social
support may be helpful in improving the quality of work-family life of employees.
This paper reviews the conceptualization and relationship among work-family conflict,
burnout, social support and turnover intention using Job Demand Resources (JD-R) model. From the
theoretical framework of JD-R model, there is a relationship between job demand and resources that
gives impact to organization outcome. In addition, empirical evidence also shows that a relationship
exists between the above variables. Organization should address proactively how job demand and
resources influence each other that lead to organization outcome. Comprehensive understanding
regarding the above matter gives opportunity for organizations to take reasonable action to ensure
employees well-being and give benefit to the organizations themselves.
An increasing number of women participate in the work force due to socio-economic development result a big impact to work and family institution. Failure to meet demand for both work and family lead to work-family conflict that may give negative consequences on work and family. An example of major work-related outcome is burnout which can lead to turnover intention. Social support has been identified as an important resources that can reduce work-family conflict and burnout. This paper aims to identify the relationship between work-family conflict and turnover intention and also the mediation effect of burnout on work-family conflict and turnover intention relationship. It is proposed that there will be a positive relationship between work-family conflict and turnover intention and there is an indirect relationship between work-family conflict and turnover intention through the mediation effect of burnout. Social support from work and family is proposed to moderate the relationship between work-family conflict and burnout. Furthermore it is proposed that the strength of relationship between work-family conflict and turnover intention depends on the mediation effect of burnout and moderating effect of social support.