The present study attempts to test the moderation effects of organisational supports in the relationships between Work Family Conflict (W to FC), Family Work Conflict (F to WC) and subjective well-being. Multi-group analysis using Structural Equation Modelling (SEM) was used to examine the moderating effects of organisational supports on the relationship between WFC/FWC on subjective well-being based on a sample of 277 respondents who were the employees of commercial banks in Bangladesh. The fundamental finding of this research is that organisational support does not moderate the relationship between W to FC / F to WC and subjective well-being. This study has added value to the HRM and organisational behaviour literature by determining the circumstances that affect the influences of work family conflict and family work conflict on subjective well-being. Nevertheless, attempts should be made in the future at addressing the effects of other potential moderators like family size, cultural practices, leadership style and personality traits on the relationship between Work Family Conflict (W to FC), Family Work Conflict (F to WC) and subjective well-being.
JEL classification numbers: D1, D74
Keywords: Commercial Banks, Employees, Family Work Conflict, Well-being, and Work Family Conflict.
ISSN: 1792-7552 (Online)