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