Mah-E-Arzu, Hafiza Ayesha Shafiq, Bakhtawar Sarfaraz2025-05-052025-05-052023-06-13https://repository.kinnaird.edu.pk/handle/123456789/223Turnover intention in academic organizations refers to an employee's intention to leave their current position or organization voluntarily. This can be due to a variety of factors such as job dissatisfaction, lack of opportunities for growth and development, and poor work-life balance. High levels of turnover intention can have negative effects on organizational performance and can lead to a loss of talent and expertise. Addressing the underlying causes of turnover intention and implementing strategies to retain employees can help academic organizations maintain a productive and committed workforce. The main purpose of current studies is to examine the relationship between work-family conflict, turnover intention, psychological contract, and job satisfaction in the private educational sector. The study was conducted with a sample of 348 employees from private educational institutions. The research design of this study was non-experimental, quantitative, and correlational in nature. The researchers collected data in non-contrived settings. The results indicate that Work family conflict has a negative and insignificant relationship with turnover intention. However, sequential mediation analysis reveals that Work-family conflict has a significant indirect effect on turnover intention through psychological contract breach and job dissatisfaction. Our findings support the hypothesized model and suggest that when employees experience Work-family conflict, it can lead to a violation of the psychological contract and decrease their job satisfaction, which in turn increases their intention to leave the organization.en-USThesis