The purpose of this study is to investigate the interactive effects of organisational tenure and supervisor support on work–family conflict, family–work conflict, and turnover intentions. Data were gathered from a sample of Arab frontline employees married with or without children in the international five-star chain hotels in Jordan. Results of hierarchical moderated regression analysis show that the interaction of organisational tenure and supervisor support reduces family–work conflict and turnover intentions. On the contrary, this interactive term does not significantly influence work–family conflict. Implications of the aforementioned findings to alleviate family–work conflict and turnover intentions are discussed and directions for future research are offered.