The Relations Between Job-Family Conflict,Job Satisfaction And Turnover Intention

With the escalation of competition in the enterprise, the employees’ work-family relationships have changed a lot, so the work-family conflict has been a great concern of scholars. Work-family conflict related outcome variables are very large, and its mechanisms are very complex. Such as: job satisfaction, turnover, organizational commitment, subjective sense of happiness, have already become an important part of scholars to explore. Most research scholars have reached a relatively consistent view about the relationshipbetween work-family conflict and turnover intention, but about the relationship between work-family conflict and job satisfaction they still have divergent views. After looking back therelated literature, wefound that there are various relationships between work-family conflict, job satisfaction, and turnover intention. Therefore, based on the three forms of work-family conflict, this paper mainly combined with employee job satisfaction and turnover intention, to build the relationship models, and used SPSS statistical analysis software to analyze the relationship between work-family conflict, job satisfaction, and turnover intention, the following are this paper’s conclusions:(1) Gender, rank, age, nature of the unit, the structure of family life makes no significant difference in the work-family conflict.(2) Age, job, income, nature of the unit, the structure of family life makes significant difference in job satisfaction.(3) Age, job, family life structure makes significant differences in the turnover intention.(4) Work-family timeconflict and work-family behavior conflict have a positive impact on turnover intention.(5) The two dimensions of job satisfaction have a significant negative impact on turnover intention.(6) Work-family behavior conflict have a negativeimpact on company’s overall satisfaction.(7) Job satisfaction plays an part intermediary role between the work-family conflict and turnover intention.Finally, this paper put forward suggestions, for example, enterprises should pay more attention to grass-roots workers and juvenile workers, establish a more humane organizational culture,provideflexible management, to help them better adjust employees’ work-family conflict, increase job satisfaction, thereby reducing turnover.