The purposes of this study were to examine the effects of organizational variables(work-family support organizational culture,
implementation of work-family support system) on married working women’ work-family spillover. Moreover, this study assessed
the relationships among work-family spillover and life, family, and work satisfaction. For these purposes, It was used the data of
725 married working women from the forth Korean Women Manager Panel(KWMP) survey in 2012. As a result, ‘inefficient
working culture’ was the most important independent variable on the work-family(W→F, F→W) negative spillover. Second, ‘organizational culture’ variables were more effective to the work→family negative spillover than work-family support system In
the case of work-family support system, ‘work-family support system usability’ was the only statistically significant variable
effecting work→family and family→work negative spillover, while implementation and use of work-family support system didn’t
significantly predict them at all. Finally, the results showed that work-family positive spillover was the most influential factor on
life, family and work satisfaction, even though all the satisfaction variables were influenced by work-family negative and positive
spillover. And work→family negative spillover more significantly affected work satisfaction than life and family satisfaction. On
the contrary, family→work negative spillover more highly predicted life and family satisfaction than work satisfaction.