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Using human capital theory, we develop hypotheses about the impact of perceived organizational support and two forms of work–family conflict on the psychological withdrawal of expatriates. We also consider the exacerbating effects of commitment to either domain. To test these hypotheses, we collected multisource data from 324 expatriates in 46 countries. Results indicate that perceived organizational support and the interplay between work and family domains have direct and unique influences on expatriates’ intentions to quit.

The purpose of this study is to examine the within-and cross-domain influences of work and family domain stressors and support on two forms of work-family conflict (i.e. WIF: work interference with family, and FIW: family interference with work). To test our hypotheses, we collected multi-source data from 248 Hong Kong employees and their spouses. Among the proposed work domain antecedents of WIF, time commitment and work role expectation were significant. Among the proposed family domain antecedents of FIW, parental demands were significant. Direct cross-domain effects included family role expectation and parental demand on WIF and work role expectation and family-friendly policies on FIW. Tests of the moderating effects of work and family support resulted in support for both within-domain and cross-domain interactions. Implications for researchers and human resource managers are discussed.Work-family conflict has received a lot of attention from researchers and the public recently. Most studies have been conducted in