The hospitality industry, especially hotel, is characterized by long working days, working long hours, low job security, a high need for coordination with others and shift work at irregular hours. The irregular working hours can have negative outcomes resulting in work-life balance. Thus, this encouraged the researcher to identify the effect of Work Conflicts, Work-Family Conflict, and the Quality of Work Life towards employee’s Turnover Intentions in hotel industry. One hundred thirty-four respondents were given a questionnaire using a six point Likert Scale. Five hypotheses were analyzed using the simple and multiple regression models. The study shows the significant and non-significant result among Work Conflict, Work-Family Conflict, and Quality of Work Life towards Turnover Intention. The research finding revealed that the hotel’s management must work extensively to reduce their employees’ turnover intentions by having a clear schedule of working overtime to maintain the Work-Family Conflict and applying the participative management to increasing the employees’ Quality of Work Life