Research examining the influence of leader-member exchange (LMX) on employee outcomes is plentiful. However, research exploring the potential negative consequences of engaging in LMX relationships has been limited. In order to obtain a better understanding of these complex relationships, this study predicts a curvilinear relationship between LMX and work-family conflict. Role overload and job engagement also are examined as mediators of the LMX and work-family conflict relationship. Hierarchical linear modeling was used to examine 72 dyads. The findings from this study indicate that a curvilinear relationship does not exist between LMX and work-family conflict. Additionally, role overload and job engagement did not mediate the relationship between LMX and work-family conflict. A discussion of the results along with the strengths, limitations, directions for future research and practical implications are also presented.