Work–family conflict as an explanatory mechanism in the effects of perceived organizational support on job satisfaction

Abstract

This study examines the role of perceived organizational support and work–family conflict in shaping job satisfaction among employees in the Indonesian banking sector. Using a quantitative survey design, data were collected from 97 employees of PT Bank UOB Indonesia selected through simple random sampling. All variables were measured using validated scales on a five-point Likert format and analyzed with Structural Equation Modeling–Partial Least Squares (SEM-PLS). The findings indicate that perceived organizational support has a positive and significant effect on job satisfaction, suggesting that organizational concern for employee welfare and willingness to provide assistance enhance employees’ overall evaluation of their jobs. Perceived organizational support shows a negative but statistically non-significant effect on work–family conflict, indicating only limited influence in reducing role strain between work and family domains in this context. Contrary to dominant findings in prior literature, work–family conflict exhibits a positive and significant effect on job satisfaction, which may reflect employees’ perception that job demands are relatively routine, manageable, and compatible with family responsibilities. Moreover, work–family conflict does not significantly mediate the relationship between perceived organizational support and job satisfaction. These results enrich the literature on work–family dynamics and organizational support by highlighting contextual nuances in an Indonesian banking setting and underscore the practical importance of strengthening supportive organizational practices while maintaining manageable work demands to sustain employee job satisfaction.