The Interplay Between Job Satisfaction, Life Satisfaction, and Turnover Intention: Evidence from Corporate Professionals

Abstract

This study examines the relationships between job satisfaction, life satisfaction, and turnover intention among corporate sector employees. While previous research has produced mixed results regarding these variables, understanding their interrelationships is crucial for organizational effectiveness and employee well-being. Using a cross-sectional design, data were collected from a sample of 30 corporate employees (15 males, 15 females) using standardized measures: the Minnesota Satisfaction Questionnaire (MSQ-20), Satisfaction With Life Scale (SWLS), and Turnover Intention Scale (TIS-6). Results revealed a significant negative correlation between job satisfaction and turnover intention (r = -.65, p < .01), suggesting that higher job satisfaction is associated with lower intention to leave the organization. Life satisfaction demonstrated a positive correlation with job satisfaction (r = .58, p < .01) and a negative correlation with turnover intention (r = -.47, p < .01). No significant gender differences were observed across the three variables. These findings highlight the importance of developing workplace interventions aimed at enhancing job satisfaction to potentially reduce turnover rates and improve overall life satisfaction among corporate employees. Limitations and implications for future research and organizational practice are discussed.