This study examines the effects of work-to-family conflict (WFC) and family-to-work conflict (FWC) on job satisfaction, subsequently, on turnover intention and job performance among dual-roles women in Islamic Southeast Asian countries. It utilized 320 female employees, which were working in Indonesian and Malaysian banks, and tested four proposed hypotheses by implementing Structural Equation Modeling (SEM). The findings revealed, firstly, work-family conflict (WFC) influenced Indonesian banks’ employees to have a lower job satisfaction significantly while family-work conflict (FWC) gave positive effect on Malaysian employees’ job satisfaction. Secondly, job satisfaction drove a negative effect on Indonesian employees’ turnover intention while it gave an adversely effect on Malaysian employees’ one. Finally, job satisfaction pushed higher job performance for both countries’ dual-roles women. It implies that culture similarity does not matter in the nexus of work and family conflict with job satisfaction in which each country shows different findings. It infers each country should apply a customized and flexible human-resource management in dealing with relevant platforms to support their female employees in governing their work and family lives.