This study aims to investigate a research framework that social support (organizational support and co-worker support) moderated the relationship between leader-member exchange (LMX) and work-family conflict after the mediating effect of job engagement. A two-stage data collection method was used and totally 222 samples were collected. Results show that: (1) LMX has positive effect on job engagement. (2) Job engagement has negative effect on work-family conflict. (3) Job engagement mediates the relationship between LMX and work-family conflict. (4) Not co-worker support but organizational support moderates the indirect effect of LMX on work-family conflict (through job engagement). Theoretical contributions, limitations, future research, and managerial implications were discussed.