This study examined the relationship between work-family conflict (WFC) and organisational commitment, and considered gender and number of dependents as moderators. Participants were self-defined full time working adults from various work forces in Malaysia and were recruited via email, telephone and social media. The questionnaire was available online (n=93) and in printed forms (n=109) with a final response rate of 72.4%. Two main sections in the questionnaire measured work-family conflict and organisational commitment. Work-family conflict consisted of four measures: strain-based work interfering with family (WIF), time-based work interfering with work, strain-based family interfering with work (FIW) and time-based family interfering with work. Affective commitment and continuance commitment were assessed. Exploratory factor analysis, correlations and hierarchical regressions were conducted on the variables in this study. Results revealed negative relationships for both strain-based and time-based WIF with affective commitment. In regards to continuance commitment, the relationship was positive for strain-based WIF but not significant for time-based WIF. No relationship was found between strain-based and time-based FIW with affective commitment. The relationships between strain-based and time-based FIW and continuance commitment were positive. Gender moderated the relationship between time-based WIF and affective commitment, whereby the relationship was negative for female employees only. Additionally, the relationship between time-based FIW and affective commitment was negative for male employees. The number of dependents employees had did not moderate any relationships in this study. Collectivism, the self-concept theory and paternalistic roles present in organisational superiors in Malaysia are among the possible reasons for the relationships found in this study. This study has contributed to gaps in the literatures on work-family conflict and organisational commitment in Malaysia. In terms of practical implications, the results may serve as guidelines in the development of family-friendly policies for Malaysian organisations or multi-national companies (MNC) operating in Eastern cultures.