This paper examined how academic staffs’ extrinsic and intrinsic job satisfaction influenced their turnover intention. The role of the work–life balance was investigated in this relationship by distinguishing between work–family and family–work conflict. Data from 450 academics in Malaysian universities were collected and analysed using Partial Least Squares Structural Equation Modeling. The results revealed that both extrinsic and intrinsic job satisfaction significantly affected academics’ work–family and family–work conflict, as well as their turnover intention. Work–family conflict partially mediated the effect of extrinsic and intrinsic job satisfaction on academics’ turnover intention. Conversely, family–work conflict had no significant mediating effect in this relationship. This study has contributed to the existing body of knowledge on academics’ work–life balance by validating the differing (mediating) impacts of work–family and family–work conflict along with the relationship between job satisfaction and turnover intention. The results have important implications for universities’ human resource management by providing valuable insights on potential work–life balance policies for academics to reduce their turnover. However, the study's limited scope, comprising only five private universities in Malaysia, may constrain the generalisation of the findings.

本文研究了学术人员的外在和内在工作满意度如何影响他们的离职意向。通过区分工作-家庭和家庭-工作冲突，研究了工作-生活平衡在这种关系中的作用。使用偏最小二乘结构方程模型收集和分析了来自马来西亚大学的 450 名学者的数据。结果表明，外在和内在的工作满意度都显着影响了学者的工作-家庭和家庭-工作冲突，以及他们的离职意向。工作-家庭冲突部分地介导了外在和内在工作满意度对学者离职意向的影响。相反，家庭-工作冲突在这种关系中没有显着的中介作用。本研究通过验证工作-家庭和家庭-工作冲突的不同（中介）影响以及工作满意度和离职意向之间的关系，为现有关于学者工作-生活平衡的知识体系做出了贡献。研究结果为大学的人力资源管理提供了有价值的见解，为学者们提供了关于潜在的工作与生活平衡政策的宝贵见解，以减少他们的流动率。然而，该研究的范围有限，仅包括马来西亚五所私立大学，可能会限制研究结果的概括。研究结果为大学的人力资源管理提供了有价值的见解，为学者们提供了关于潜在的工作与生活平衡政策的宝贵见解，以减少他们的流动率。然而，该研究的范围有限，仅包括马来西亚五所私立大学，可能会限制研究结果的概括。研究结果为大学的人力资源管理提供了有价值的见解，为学者们提供了关于潜在的工作与生活平衡政策的宝贵见解，以减少他们的流动率。然而，该研究的范围有限，仅包括马来西亚五所私立大学，可能会限制研究结果的概括。