Problem statement: Based on the literature review, few studies have tested the mediating effect of work-family conflict on the relationship between locus of control and job satisfaction. Approach: This study tested a mediation model consisting of job satisfaction as the dependent variable, locus of control as the independent variable and work-family conflict as the mediator. Data were gathered from 159 single mother employees, aged 45 and below and having at least one child, using self-administered questionnaires. The data were analyzed using correlation and multiple regression analyses. Results: Results of correlation analysis revealed that locus of control was related to work-family conflict and job satisfaction and work-family conflict was related to job satisfaction. Results of a series of multiple regression analyses indicated that work-family conflict partially mediates the relationship between locus of control and job satisfaction. During the screening process of potential recruits, employers should take into consideration locus of control as one of the important dispositional characteristics of candidates. Employers should look into the possibility of designing training programmes to assist employees in taking more control of events in their work situations. Conclusion: Single mother employees who believe that they are in control of the events that happen in their lives seem to be more satisfied with their jobs and seem to experience less work-family conflict.

With the increase in single mother employees, there has been an increased concern over the work-family conflict that they experience in trying to balance the demands of work and family roles. Recognizing the impact of the conflict on job satisfaction and the need for supervisor support, this study examines the interrelationships between these variables, and the mediating role of work-family conflict in the relationship between supervisor support and job satisfaction. Data were gathered from 159 Malaysian single mother employees, aged 45 and below, using self-administered questionnaires. Results of correlation analyses reveal that work-family conflict is negatively related to supervisor support (r=-.23; p<.05) and job satisfaction (r=-.35; p<.05), and supervisor support is positively related to job satisfaction (r=.19; p<.05). Results of regression analyses indicate that work-family conflict mediates the relationship between supervisor support and job satisfaction. Supervisor support leads to a reduction in work-family conflict (β=-.23; p<.05) which in turn leads to a reduction in the level of job satisfaction (β=-.32; p<.05). The results suggest the importance of providing social support at the workplace to help single mother employees reduce the conflict that they experience and subsequently increase their job satisfaction.