The issue of work and family interaction attracts a lot of attention in the academic field. More and more researchers devoted their energy into the exploration of the mystery of how people manage themselves to live in the work domain and family domain at the same time. There are a lot of papers discussing about the relationship between work-family conflict and job satisfaction and its moderators. However, very few researchers pay attention to what kind of the role the work-family linkage, comprising the theory of spillover, compensation, and segmentation, may play in the relationship. Only a few paper discussed about the influence of work-family linkage. There were also very few papers mentioning about how to measure the linkage of work and family. Researcher has yet to discover how these outcomes are related to different processes of work/family linkage and patterns of work/home intersection (Lambert, 1990). In order to understand the influence of work-family linkage, this study tried to measure the linkage and explore its relationship with other variables, such as job satisfaction, work-family conflict, etc. Below are the discoveries of this thesis: (1) Positive spillover is positively related to job satisfaction. (2) Negative spillover is positively related to work-family conflict. (3) Segmentation has no relationship with job satisfaction (4) Segmentation has no relationship with work-family conflict. Through the discovery of influence of work-family linkage, we may know to adjust ourselves between the work life and family life. We can try to change our linkage patterns in order to improve our job satisfaction or reduce our work-family conflict. Since high work-family conflict and low job satisfaction can both make employees hard to fully devoted themselves into the job, even these situation will force them to leave the company. We should try our best to find ways to help employees understand their own situation, and find the best strategy to cope with it.

Work and family lives are two inseparable domains for employees in the organizations. That causes a lot of research attention on studying work-family linkage and conflict, and on how job satisfaction being affected. The highlight of this research is to understand the impact of employees¡¦ relationship and closeness with their family members, defined as relationship quality, on the relationship between work-family linkage, work-family conflict, and job satisfaction. The purpose of this study is to find out the following questions: 1. How perceived work-family linkage is affecting work-family conflict, and how relationship quality is moderating? 2. How perceived work-family linkage is affecting job satisfaction, and how relationship quality is moderating? 3. How can work-family conflict affect job satisfaction? The result indicates a strong relationship between work-family conflict and job satisfaction. Moreover, relationship quality plays a significant role in influencing the relationship between work-family linkage and work-family conflict. Therefore, if the organization intends to improve job satisfaction, they should really work on eliminating work-family conflict. In the meantime, employees¡¦ relationships with their family members should be valued so that work-family conflict can be decreased.