Balancing Work and Family Life Conflict through Human Resource Management

Changes in workforce demography have brought the issue of work-family conflict (WFC) within the research paradigm. Western countries have given more emphasis on WFC issues. Recently researchers of Asian developing countries are also showing their interest in studying WFC, its antecedents and outcomes. However, In Bangladesh, study on WFC is very limited. The present paper aims at accumulating scattered research findings on WFC so that employer and employees of Bangladesh can have a better idea of addressing WFC with possible remedial strategies. Moreover, the paper proposes a new dimension of research area: getting employee outcomes through managing WFC by Human Resource Management (HRM) practices in the organizations of Bangladesh. A model relating HRM and WFC to get positive employee outcomes is presented and related hypotheses are formed to support WFC policy making for the organizations of Bangladesh. More studies on this area are thereby, sought from the local researchers. Thus, WFC from the developing country perspective is added.