Abstract:
Work-to-family conflict has emerged as a rising issue for many working adults all over the
world. Literature shows that individuals, families, and organizations are increasingly
experiencing negative effects of work-to-family conflict. Therefore, how to reduce workto-family conflict has become a still unsolved issue in the field of research. Based on the
directions in literature, this study aimed to find out whether job involvement, family
supportive supervisor behaviors, and perceived organization support impact on work-tofamily conflict among executive level employees at Aitken Spence Corporate Finance
(Pvt.) Limited. This study was conducted based on quantitative research methodology.
Deductive approach was used and three hypotheses were established in the light of the
light of Identity, Scarcity, and Social Support Theories. Self-administered questionnaire
was developed using validated and reliable scales. Survey data was collected from119 out
of 172 executive level employees, using simple random sampling method. Data was
initially analyzed using a multiple regression analysis with the support of SPSS and
Minitab software packages. However, family supportive supervisor behaviors and
perceived organization support were rejected from the initial model. Therefore, final
fitted model was developed using a simple regression analysis. The study revealed that
only the job involvement has a significant positive impact on work-to-family conflict
among executive level employees at Aitken Spence Corporate Finance (Pvt.) Limited. It
indicates that if a person is over involved in a job, there is a possibility to arise work-tofamily conflict. Thus time has come for the employees themselves and decision makers of
this organization to develop appropriate strategies to reduce the level of employees’ over
involvement in work by understanding the optimal capacity of each individual and giving
the work that best fits them
