Abstract
This study attempts to examine the moderation effects of organisational supports in the relationships between Work Family Conflict (WFC) and Job Satisfaction (JS) / Family Work Conflict (FWC) and Job Satisfaction (JS). The collection of data from 303 respondents who are academicians of private universities in Bangladesh was with aid of the convenience sampling technique. Multi-group analysis with the adoption of the Covariance Based-Structural Equation Modelling (CB-SEM) technique was used to complete the analyse procedure for this study. The findings of this study have shown that both directions of W-FC have significant negative relationships with JS, but in terms of effects, only WFC has negative significant effects on JS. Furthermore, the outcome of this research also shows organisational supports do not moderate the relationships among WFC/FWC and job satisfaction. However, the theories (work family border theory and conservation of resource theory) have partially supported the outcomes of this study. In addition, practically, there is the enhancement of the human resource management and organisational behaviour literatures through the evaluation of the influences of WFC and FWC on job satisfaction. This study has only utillised organisational supports as the moderator but other supports from family are good in future research efforts.