This study integrated work-family research with the stress resource perspective and organizational leadership theory. Based on the premise that stress is a major contributor to work-family conflict, this research examined resources likely to reduce the stress and work-family conflict women experience. Family emotional support, leader-member exchange, and hardiness were explored as potential resources. The 206 participants were recruited in daycare centers, a business community, and a university setting. The sample was diverse in terms of ethnicity and occupation. However, the majority of the women were married (68%) with children (82%). Path analytic tests supported most of the relationships in the hypothesized model. Findings suggest that having a high-quality relationship with one's supervisor may have complex implications for work-family conflict.