Abstract
This study contrasts the different levels of the work and family conflict on turnover intention between male and female service employees. A conceptual model of the relationship between work-family conflicts (WFCs), family-work conflicts (FWCs), job stress, job satisfaction, and turnover intention is proposed and empirically tested across male and female service providers. The moderated multiple regression models are applied to data collected from frontline employees within two service industries in Taiwan to test the hypotheses. Results of this study indicate that WFC affects female employees' job stress more strongly than it does in males; more importantly, FWC and job stress have stronger effects on turnover intention among female service employees.
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