Abstract:

This study aims to test the effect of work-family and family-work conflict on job performance, turnover intention, and job satisfaction. It employed a sample of 334 dual-roles women in four Indonesian banks and analyzed the six proposed hypotheses by using Structural Equation Modeling. The major findings are: [1] work-family conflict (WFC) affects job satisfaction negatively and significant, [2] family-work conflict (FWC) encourages married and working women to have higher intention of leaving their job significantly, and [3] in the context of job performance, both conflicts have similar effects; however, only family-work conflict has a significant influence. Supportive working environment and flexible working schedule may play an important role to minimize the unfavorable effects of these conflicts. This study contributes on building the existing knowledge base on dealing with dual-roles conflict in the workplace for strategic human-resource  management.