This study examines the moderating influence of organizational commitment on the relationship between work-life balance and turnover intention, and the mediating role of job satisfaction on the relationship between the same two of them. A survey of corporate employees in Vietnam yielded 304 effective responses. The model testing with Hayes (2015)'s PROCESS macro was used for the data analysis. With the unstandardized regression coefficient of Int_1 being - 0.130 < 0 with by a p-value of less than 0.01 and confidence interval [- 0.0803; - 0.0025] not including the value 0, this research found that job satisfaction played a partial mediating role between work-life balance and turnover intention, while organizational commitment had a moderating effect on the relationship between job satisfaction and turnover intention. Based on these findings, it is clear that establishing a work-life balance within corporations with careful consideration of organizational commitment and job satisfaction could contribute to reducing employee turnover in an organization. Additionally, the study's conclusions have a number of significant applications for HR practitioners and the study suggests some more directions for future research on the similar topics so that they could be more practical and comprehensive.
