Abstract
A questionnaire research was conducted to explore informal organizational work-family support (IOWFS) on work-to-family conflict (WFC), work-to-family enrichment (WFE) and some work-related outcomes (job satisfaction and turnover intention). 268 respondents were randomly selected in several organizations. Results showed that IOWFS has indirect impact on job satisfaction and turnover intention through the mediations of WFC and WFE. The four elements of IOWFS have their own influential paths. First, time demands and career consequences impact turnover intention indirectly through the mediation of WFC (completely mediator); Second, supportive supervisors and supportive colleagues impact job satisfaction indirectly through the mediation of WFE, and they can finally impact turnover intention, too. Besides, supportive supervisors can also impact turnover intention directly.
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