The mediating role of job satisfaction in the effect of work–family conflict and job stress on turnover intention

Employee turnover intention remains a critical issue in the hospitality industry due to its high labor mobility and intense job demands. This study aims to examine the effects of work–family conflict and job stress on turnover intention, as well as to investigate the mediating role of job satisfaction based on the Traditional Turnover Theory framework. A quantitative causal-associative approach was employed, with data collected from 94 contract employees at PT Pintu Hijau Utama, a hospitality-related company in Denpasar, Bali. Data were gathered through a structured questionnaire and analyzed using variance-based Structural Equation Modeling with Partial Least Squares (SEM-PLS). The results indicate that work–family conflict and job stress have positive and significant effects on turnover intention, while job satisfaction has a negative and significant effect on turnover intention. Furthermore, both work–family conflict and job stress were found to affect job satisfaction negatively and significantly. Mediation analysis reveals that job satisfaction partially and competitively mediates the relationships between work–family conflict and turnover intention, as well as between job stress and turnover intention. These findings suggest that work–family conflict and job stress increase employees’ intention to leave both directly and indirectly through reduced job satisfaction. This study contributes to the literature by reinforcing the mediating role of job satisfaction in explaining how work-related stressors influence turnover intention in the hospitality context. From a managerial perspective, the findings highlight the importance of implementing work–life balance initiatives, stress management strategies, and job satisfaction enhancement programs to reduce turnover intention and improve employee retention.