The current study is about exploring the insight of the term 'workaholism'. Since its inception workaholism has grabbed the attention of the academicians. But recently the organizations are also getting concerned about the workaholic people as the managers are facing complexity in terms of managing such work addicted employees. These workaholic employees face greater amount of difficulties both in their work and family life due to their excessive obsession towards work. As a result they face several physical and psychological problems, and at the same time the organizations suffer in terms of productivity. Though this phenomenon is critically important for the development and growth of the employees and also the employers, very few initiatives were taken to explain the term workaholism along with its nature and impact. Several scholars have defined workaholism from different context, which sometimes create perplexity among the scholars and professionals. Thus the present study takes an initiative to explore the definition of workaholism, its nature, its antecedents, and its outcomes through literature review.

Employed women usually face work-family conflict, as they need to maintain both the work and family responsibilities. In Bangladesh, a large number of educated women are employed as female teachers in the primary education sector. Like any other sector, these primary school teachers are also expected to have a significant amount of work-family conflict. Literature review suggests that social support, i.e. support from supervisor, co-worker, spouse, and family members can significantly reduce two types of work-family conflict; (a) work-to-family conflict and (b) family-to-work conflict. Based on this background the current study initiated to investigate how social support from supervisor, co-workers, life partner, and family members is associated with work-family conflicts in N = 90 female primary school teachers. A structured questionnaire was used as a mean primary source of data collection. Results revealed that spouse support and family support was negatively related with family-work conflict, though no negative relation were found between supervisor support and work-family conflict, and co-worker support and work-family conflict.

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