Articles

Work–Family Conflict and Employee Mental Health: A Systematic Literature Review on the Moderating Role of Perceived Organizational Support

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Work–family conflict (WFC) remains one of the most persistent predictors of psychological strain in modern organizations, with empirical evidence indicating that employees experiencing high WFC exhibit elevated levels of anxiety, burnout, depressive symptoms, and overall mental health deterioration. This systematic literature review investigates two decades of peer-reviewed studies to clarify the magnitude and mechanisms through which WFC affects mental health outcomes, and to evaluate whether perceived organizational support (POS) functions as an effective moderating resource. Using PRISMA 2020 guidelines, publications from 2000–2025 were synthesized across databases including Scopus, Web of Science, EBSCO, and ScienceDirect. Findings reveal that WFC consistently predicts deteriorated mental health with medium-to-large effect sizes (β ranging from 0.30 to 0.55 across samples). POS demonstrates a protective function in most studies, reducing the negative psychological impact of WFC by approximately 18–35%, depending on organizational context and support climate. Studies employing conservation of resources theory and job demands–resources models provide strong evidence that POS buffers emotional exhaustion and psychological distress by expanding employees’ access to social and structural resources. Despite consistent findings, gaps remain: limited cross-cultural comparisons, inconsistent operational definitions of POS, and methodological overreliance on cross-sectional designs. This review highlights the need for longitudinal and multilevel designs to better capture the moderating pathways of POS.

The Influence of Work-Family Conflict and Job Satisfaction on Turnover Intention with Organizational Commitment as a Mediation Variable in Bebek Tepi Sawah Employees Restaurant Ubud

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This research aims to determine the influence of work-family conflict and job satisfaction on turnover intention with organizational commitment as a mediating variable in Bebek Tepi Sawah Restaurant Ubud employees. The sample in this study included all employees of Bebek Tepi Sawah Restaurant Ubud. The number of samples in this study was 62 people. Testing the research hypothesis uses the Partial Least Square (PLS) application. The results of this research show that: (1) Work family conflict has a positive and significant effect on turnover intention. (2) Job satisfaction has a positive and significant effect on turnover intention. (3) Work family conflict has a positive and insignificant effect on organizational commitment. (4) Job satisfaction has a negative and significant effect on organizational commitment. (5) Organizational commitment has a negative and significant effect on turnover intention. (6) Organizational commitment does not mediate the relationship between work family conflict and turnover intention. (7) Organizational commitment partially mediates the relationship between job satisfaction and turnover intention.

Mediating Effect of Perceived Organizational Support in Role of Work-Family Conflict and Work Stress Correctional Police Officer at Temanggung Class II B Detention Center

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This study examines and analyzes work-family conflict’s influence on work stress for Correctional Police Officers at Temanggung Class II B Detention Center. In addition, this study examines the mediating role of perceived organizational support on the relationship between work-family conflict and work stress. This research is quantitative and designed to test hypotheses. The data in this research is primary data taken from 40 correctional police officers with the criteria of being married. The results of this study indicate that work-family conflict has a significant positive effect on work stress. However, perceived organizational support did not significantly mediate the influence of work-family conflict on the work stress.

Work-Family Conflict among Police Personnel’s Job Satisfaction in Special Region of Yogyakarta with Gender as a Moderating Variable (Study in Police Administrative Unit at the County Level)

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Research has shown that both men and women experience work-family conflict, but the nature of the conflict differs based on gender. Women often face conflicting demands between their work and family roles, which can lead to role overload and stress. Men, on the other hand, may experience conflict when their work responsibilities interfere with their family responsibilities, but they may also experience pressure to prioritize work over family due to traditional gender norms and expectations. It is important to recognize and address these gender differences in work-family conflict in order to promote greater work-life balance and job satisfaction for all individuals.

This study aims to examine and analyze the effect of work-family conflict among police personnel’s job satisfaction in Special Region of Yogyakarta, especially at police administrative unit at county level. Moreover, this study focuses on exploring the moderating effect of gender on relationship of work-family conflict with job satisfaction. This quantitative study designed to test the hypothesis. The data for the present study were primary cross-sectional data collected from total of 193 police personnel in Yogyakarta. The result of the study show that work family-conflict have a significant negative effect on job satisfaction. Moreover, gender has no impact significantly on the relationship between work-family conflict with job satisfaction.