Flexible work arrangements (FWAs) are becoming common in emerging economies, though it is not clear if and how employees benefit from them in terms of their work-family balance and well-being. In contrast to previous work that used structural-functional explanations, we argue that FWA implementation should be depicted within its socio-political and socio-cultural context. We used survey data collected from 213 professionals in Istanbul, Turkey to examine the roles of flexibility i-deals and perceived family-supportive culture in the relationship between FWA availability and these employee outcomes. Results supported the hypothesis that i-deals mediate the relationship between FWAs and work-to-family conflict. Furthermore, perceived family supportive cultures predicted both work-to-family and family-to-work conflict and moderated the relationship between i-deals and family-to-work conflict. Finally work-to-family conflict mediated the relationship of flexibility i-deals and family supportive cultures with perceived general health. These finding are discussed for their implications for employees who are trying to balance their work and family lives and for organizations who are considering implementing FWAs.