The aim of this study is to examine the influences exerted by three antecedents, i.e. leader-member exchange (LMX), psychological contract (PC), and job satisfaction (JS) on turnover intention (TI) in the service industry. Questionnaire survey has been conducted with questions in English, Chinese, and Vietnamese. Invited respondents are those working in the service sector from various industries in Taipei, Taiwan and Vietnam. Simple and multiple regression analysis with SPSS 17.0 software is applied for data analysis. Based on 297 effective questionnaires, the results from the empirical analysis shows that (1) The quality of leader-member exchange (LMX) presents significantly positive effects on job satisfaction (JS) and psychological contract (PC) while it negatively affects turnover intention (TI); (2) Psychological contract (PC) is violated if the quality of LMX is low; hence, the violation of PC lowers the level of job satisfaction (JS); (3) Job satisfaction (JS) remarkably influences turnover intention (TI) through reducing the staff’s tendency to leave organizations; (4)Turnover intention tends to be improved when psychological contract (PC) is not violated; (5) Job satisfaction (JS) is found as a partial mediator in the relationship between leader-member exchange (LMX) and turnover intention (TI) and psychological contract (PC) and turnover intention (TI); (6) Psychological contract (PC) partially mediates the relationship between leader-member exchange (LMX) and turnover intention (TI) and leader-member exchange (LMX) and job satisfaction (JS). Theoretical and practical implications have been elaborated. In conclusion, findings of this study made modest contributions to human resource management in the service sector.
