The Impact of Work-Family Conflict on Turnover Intention among Teachers in Chinese Private Universities: The Mediating Roles of Relational Psychological Contract and Job Satisfaction

This study analyzes the factors influencing the impact of work-family conflict on turnover intention among teachers in private universities in Shandong Province, China, as well as the mediating roles of relational psychological contract and job satisfaction between work-family conflict and turnover intention. Based on social exchange theory, the study focuses on teachers, using the Work-Family Conflict Scale, Relational Psychological Contract Scale, Job Satisfaction Scale, and Turnover Intention Scale as research tools. A convenience sampling method was employed to conduct a questionnaire survey among teachers, with 550 questionnaires distributed and 525 valid responses collected. The results show that work-family conflict has a significant positive impact on turnover intention, work-family conflict has a significant negative impact on relational psychological contract and job satisfaction, relational psychological contract and job satisfaction have a significant negative impact on turnover intention, and relational psychological contract and job satisfaction play mediating roles between work-family conflict and turnover intention. The implementation of this study will provide a more comprehensive and in-depth understanding of how universities in China can reduce faculty turnover, offering important references for relevant policies and practices. Received: 06 October 2025 / Accepted: 13 December 2025 / Published: January 2026