Job stress and turnover intention revisited: evidence from Korean firms

Abstract

This study revisits the relationship between job stress and turnover intention for employees using a sample of employees in public companies of Korea. The authors investigate both the effect of job stress on turnover and the process by which job stress affects employee turnover. In particular, they prove that job satisfaction mediates the relationship between stress and turnover intention of the employees. Furthermore, the authors explore the job stress-turnover relationship by extending a review of the organizational justice perspective and posit whether an employee perceived organizational justice could mitigate the presumed adverse effects of job stress on turnover intention. They suggest empirical evidence that there is a significant positive relationship between job stress and turnover intention, and that job satisfaction partially mediates this relationship. However, the authors found no strong evidence of moderating roles of perceived organizational justice. Based on the job demands-resources (JDR) model, the relationship between job stress and turnover intention is evidenced. Besides, the study implies that the incidence of perceived organizational justice fails to mitigate the effect of these value-decreasing job stressors on employee turnover.

Impact of Work Stress and Job Burnout on Turnover Intentions among Hotel Employees

“…Ahn and Chaoyu [ 58 ] and Zahra et al [ 59 ] laid emphasis on the existence of a relationship between work stress and the rate of work turnover from the perspective of organizational justice. They explained the effect of organizational justice on the unsteadiness of the negative effects that increase the rate of work turnover, and they revealed a direct connection between the intention of turnover and work pressure, with the presence of satisfaction as a mediating variable between the three variables.…”

Investigating the Factors Influencing Turnover Intentions in the Nigerian Banking Sector

“…Stress is a behavioural, emotional, mental, and physical response process triggered by prolonged, growing, or new stresses that are substantially greater than the availability of coping strategies (Ahn & Chaoyu, 2019). Stress is an effect that leads to turnover intentions and which results from employee pressure and adverse reactions that cannot match their level of knowledge, raising challenges and threats to employees' viability (Wahyono & Riyanto, 2020;Ramlawati et al, 2021).…”

The impact of job satisfaction on the employees turnover intention at public universities (Northern Border University)

“…Throughout the years, there have been intense studies dedicated to job satisfaction (Hussain and Xian, 2019), in the field of social and behavioral sciences (Berberoglu, 2018), and in the field of education (Ahn and Chaoyu, 2019), Such studies referred to job satisfaction as the level to which an individual is inclined towards a certain job (Yousaf et al, 2018) and the overall feeling of an individual to the different job aspects (Karimi and Rahimi, 2020). More importantly, there are several thousands of studies dedicated to the job satisfaction topic (Tett and Meyer, 1993) to the extent that more studies have been done on the topic compared to any other variable (Romeo et al, 2020).…”

“…*The pioneering author that proposed the term of job satisfaction was Abubakar et al (2018) who referred to it as the psychological and physiological aspects of the satisfaction of employees with their workplace environment in a way that such satisfaction represents the subjective responses of the employees to their working environment. On the basis of such definition, organizational behavior and sociology studies proposed their (Ahn and Chaoyu, 2019). Aktar and Pangil (2018) studied that employed survey data to examine nursing students recruited via two universities in Australia.…”