This study compared relations between work demands and support, work-to-family conflict (WFC) and job outcomes in Ghana and the United Kingdom. Data were obtained from 217 Ghanaian employees and 198 British employees using structured questionnaires. Results from multigroup structural equation modelling analyses showed that job pressure was positively related to WFC in Ghana and the United Kingdom, whereas supervisor support was negatively related to WFC in Ghana only. WFC was negatively related to job satisfaction and positively related to turnover intentions in both countries. More importantly, the relationship between job pressure and WFC was stronger for British employees than for Ghanaian employees. Finally, job pressure was indirectly related to job satisfaction and turnover intentions via WFC in both countries, whereas supervisor support was indirectly related to job satisfaction and turnover intentions in Ghana only. The implications of these findings for cross-cultural research on the work–family interface and managerial practice are discussed.
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