Work-family conflict is a advancing for modern society, in a huge majority of men and women tells that work interferes with their family responsibilities (Glavin & Schieman, 2012). Work–family conflict refers to an ill-assorted or incompatibility between the work and family role demands. Therefore, the work-family relationship has been creating as a bi-directional construct where work roles impacts on family roles, work can reinforce family well-being and positive aspects of family life can fix into work place. Then, a concept of work-life combination should depict more flexible boundaries where individuals have greater influence on the definition of their work and non work lives. The choice of plan is to handle the work-family conflict is dependent on the recognized differences between the two domains, on the strength of the borders, which are resolved by their permeability and flexibility (Saucan et al., 2015). Work-family conflict collects widespread attention in modern society beyond human resources management, huge researches in this area different studies report inconsistent and even contradictory findings on the effects and intensity of work family conflict. Additionally, the overlap in time and place between traditional family and work roles may also introduce new opportunities for work-family conflict to manifest in people’s everyday lives (Yili Liu & Lina Zhou., 2017). Work-family conflict is defined as the pressure produced by different demands from work and family domains, where the pressure from both work and family domains are illmatched in some regard (Restubog et al, 2011). Work-family conflict is started because of the different work and family demographic trends in the United States and around the globe, including growing numbers of mothers with children under 18 in the labor force; the rapid rise in elder care demands due to an aging population; and an increase in men’s involvement with family care giving demands, particularly in developed Western countries (Kossek & Malaterre, 2013). Work-family conflict affects most of the society. Even without married people and those without children will complain having some work-family conflict as all individuals (Casper, Weltman, & Kwesiga, 2007). Work-life conflict is a part of work-family conflict image the reality that the work role may interfere with family’ other personal life events and interests. With the family role (Kossek, 2016). While for many employees work-family conflict is a key factor use the term “work-life conflict” to show the many extra non-work demands in individual’s lives that are not confined to those involving the family (Wilson & Baumann, 2015). A real number of work family research based on a conflict situation, where the demands of work and family are observed as opposed because of conflicts caused by time, behavior, or strain (Ruppanner, 2013). In recent years, researchers differently measured work-family conflict first, it was measured in a simpler way, in which they measuring the conflict that occurs when work is interfered with family just now, researchers starts to identify the double nature of work–family conflict by measuring both possible directions the interference of work with family and also of family with work (Hytti et al., 2015). In other countries some researchers indicated that work–family conflict could positively affect turnover intention. Researchers also tell that there were neither direct nor indirect relationships between work–family conflict and turnover intention (Armstrong et al., 2015). Both work and family responsibilities is a problem for many workers in these days, whether employed or self-employed. Workers have different roles in the work and family domains. When these roles are mutually incompatible in some way, a form of inter-role conflict arises this may take the form of work-to-family conflict or family-to-work conflict (Annink et al., 2016). Workers especially women and/or parents often believe that self-employment will ease the pressure of combining work and family Self-employment enables workers to combine income, flexibility and control over their work and childcare (Sullivan and Meek 2012). The importance of preventing WFC is acknowledged by the European Union, who sets guidelines for support. However, although governments are giving increasingly attention to reconciling paid employment and parenting, research shows those arrangements for the self-employed lag behind those for employees and that they differ across European countries (Annink et al. 2015). They originate that if the job demands are high it create conflicts between work and family life and they are negatively associate to work–life balance. However, they also found that the level of job control hardly varies among the self-employed. This is not unpredicted, as job control is related to individual’s management and performance, which can be seen as inherent to selfemployment (Nordenmark et al. 2012).