Abstract :
The present study examines the causes of why work life conflict continues to be a thorny issue to working women in manufacturing workplaces dominated by women and how it leads to burn out and low state of psychological health. The research, being based on the Conservation of Resources (COR) theory, fills the gap in the previous literature since, at the same time, organizational support and family support are also considered parallel mediators, and the possibility of the HR strategies to moderate these relationships is examined. The main thesis is, support systems, not formal HR policies per se, are conclusive towards alleviating burnouts to working women. The adopted survey design was a quantitative and cross-sectional survey. The sample used in collecting primary data consisted of 385 working women working in a garment manufacturing organization with high concentration of women. Validated Likert-scale measures were used and the data were analyzed using PLS-SEM to test both direct, as well as the mediating and moderating relationships of a single integrated model. According to the results, work-life conflict is a significant predictor of organizational (?= 0.844, p = 0.001) and family (?= 0.811, p = 0.001) support. Organizational support plays a significant role in minimizing burnout (?= 0.377, p = 0.001), whereas the family support plays a major role in increasing the psychological well-being (?=0.182, p = 0.039). HR strategies have direct powerful effects on burnout and well-being but fail to mediate significant effects of support on outcome. This paper adds new empirical data in a female-dominated manufacturing environment to show that, in handling burnouts, the relational support mechanisms prove more effective than the formal HR policies. The results can give effective recommendations to managers and can serve as a strong basis of further longitudinal and policy-oriented studies.