The present study examines the relationship between a variety of organizational support factors and work–family outcomes, as well as gender differences in these relationships. A random sample of 229 working adults completed phone surveys, and multiple regression analysis was used to test the proposed relationships. Results showed that certain types of support may differentially benefit women and men, highlighting the value of having a supervisor and organization supportive of work–family balance. For example, having a supportive work–family supervisor was related to lower negative work–family spillover and intent to quit for women, and higher job satisfaction for men. Telecommuting use, on the other hand, was more beneficial for men than women in our sample. Given these findings, organizations should be aware that certain forms of support—particularly supervisor work–family support—may benefit men and women through different mechanisms.