1.3 Problem Statement Work family conflict is a common problem faced by a majority of employees in current organizations results in negative outcomes like fatigue, absenteeism and 3 turnover intention. Work family conflict arises from work and family related factors (Nicole, 2003). Many researches had conducted on work-family conflict (Luo Lu et al., 2008; Haar, 2008; Mahipul and Abdullah, 2011; Jamadin et al., 2013; etc.). Though it is a researchable area in the current world, there can be seen only few Sri Lankan researches regarding this matter. Sri Lankan researchers had taken into consideration only a few dimensions like work demand, family involvement, strain and wellbeing (Fernando, 2011) and Number of hours worked, work schedule flexibility, work stress, age of children and family support (Victor and Thavakumar, 2011). However, when reviewing the literature, there can be identified, some other dimensions which can be used to measure work-family conflict. Due to that, there is a need to consider other factors affecting to the work-family conflict. There can be identified numerous researches on the topic of organizational commitment and several studies had done to identify the relationship with the organizational commitment and its antecedents such as empowerment, perceived leadership behavior, organizational trust and management’s leadership styles (Abdullah and Ramay, 2012; Hassan et al., 2013; Jahani and Nikban, 2011; Boshra, Usman and Naveed, 2011; Ahmad, Waqar and Khan, 2013). Other than that some studies had conducted to determine the factors affecting the organizational commitment (Ul Haq et al., 2014; Salim, Kamarudin and Kadir, 2012). Even though, the scholars had studied regarding the relationship between organizational commitment and some dimensions of the work-family conflict like job involvement and organizational support (Salim, Kamarudin and Kadir, 2012) they had not taken into consideration the work-family conflict and other dimensions of it. Due to that, there can be identified a need for a study on the effect of work family conflict on organizational commitment. Recently Sri Lankan banking system had undergone with many changes and its lead to increase the work burden of employees and caused several mental tensions. That led to cause work-family conflicts among banking sector employees in Sri Lanka (Fernando, 2011). And also Duxbury and Higgins (2003) found that employees in 4 managerial and professional positions report higher levels of work-family conflict than those working in non-managerial and non-professional positions. Therefore, there can be identified a need to study on effect of work-family conflict on organizational commitment of the managerial level employees in the banking sector. This study will be focused on filling that gap and find out whether there is a relationship between work family conflict and organizational commitment.