Investigating supervisory support and work-family conflict in the Malaysian public sector: the role of personal resource as mediator

Abstract This study aims to examine the impact of supervisory support on work-family conflict (WFC), both directly and indirectly through the influence of self-efficacy. A self-administered survey was used to acquire quantitative data from 618 individuals serving as public administrators across four government organisations in the Malaysian public sector. This study employed SEM-PLS to analyse and validate the hypotheses of the research model. The findings indicate that there is no statistically significant correlation between supervisory support and WFC. The findings further validate that selfefficacy serves as a crucial mediating factor. The results also indicate that public sector organisations should take into consideration individual self-efficacy in order to provide the support that is viewed as essential for employees to manage the conflict between work and family responsibilities. The findings of this study contribute to the understanding of human resource management by examining the correlation between supervisor support, individual characteristics, and employee WFC. This study also examined its theoretical and practical consequences, and puts forth recommendations for further research.

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