Unpacking the Relationship Between Work Overload, Job Satisfaction, and Turnover Intention: The Mediating Role of Job Stress

Abstract

This study aimed to investigate the mediating role of job stress in the relationship between work overload, job satisfaction, and turnover intention. A survey was conducted among 300 employees from banking industry of Pakistan, who completed a adopted questionnaire measuring their levels of work overload, job stress, job satisfaction, and turnover intention. The researchers used structural equational modeling through PLS SEM to test the hypothesis of the study. The results of the study showed that work overload was negatively related to job satisfaction and positively related to job stress and turnover intention. Additionally, job stress was found to partially mediate the relationship between work overload and job satisfaction, as well as fully mediate the relationship between work overload and turnover intention. Furthermore, job satisfaction was found to have a negative relationship with turnover intention, suggesting that it may serve as a protective factor against turnover. The findings of this study have important implications for organizations seeking to reduce turnover rates and increase employee job satisfaction. Specifically, the study highlights the importance of managing workloads to reduce job stress, which in turn can improve job satisfaction and reduce turnover intention. This can be achieved through a variety of interventions, such as workload management strategies, employee training and development, and supportive leadership practices. This study contributes to the growing body of research on job stress, job satisfaction, and turnover intention, by highlighting the mediating role of job stress in these relationships and emphasizing the importance of managing workloads to improve employee outcomes.