The dramatic changing societal demographics, increasing globalization and knowledge economics have contributed to the transformation of work family patterns. The demands of work and family roles are becoming increasingly difficult and the growing importance in organizations to develop strategies for talent attraction and retention accordingly. Given the raise of knowledge workers and who have been recognized to probably provide the competitive advantage in the coming century, this study wanted to learn more insights of knowledge workers in Taiwanese Hi-Tech Services Industry as well as their organizations on how to better manage and support the demands from both work and family domains that yield the higher degree of organizational commitment and lower the work family conflict, and further support for the business case with concrete suggestions to the companies when developing family supportive strategies and creating family supportive working environment. To summarize the purposes of the study with 3 focus areas that were to (1) investigate the correlates of work¡Vfamily benefit utilization and work¡Vfamily culture. (2) determine whether work¡Vfamily benefit availability and supportive work¡Vfamily culture were related to organizational commitment and work¡Vfamily conflict. (3) and how both work and personal characteristics impact the relations between work family conflict and organizational commitment. One of the important results was consistent with literature that work family conflict was most affected by perceptions of a positive work family culture and by support from a worker¡¦s manager. High commitment working systems and individuals¡¦ desire for segmentation moderated the practices and outcomes. Thus, the most effective organizational responses to work family conflict and organizational commitment are those that combine multiple elements, including family supportive benefits, work family culture as well as implementation of related working systems with developing a better understanding of the implications of practices for how people managing the boundary between work and non-work lives.