Abstract:
Employees are the human capital which contributes to the success and development of an organization
to a great extent. These days, organizations do not see them only as factors of production from the classical
perspective, but have started to value them as stakeholders and partners. This study carried out to examine the
impact of job stress on employee turnover intention in a garment factory. Core purpose of the study is to identify
the relationship between job stress and turnover intention among the employees in the selected garment factory.
In the context of stress caused by following environmental factors: Work overload, role related issues,
organizational issues, career development and relationship with others. Both Regression and Correlation Analyses
were used to analyze the data. Due to the findings, 80% of the variation in turnover intention is explained by job
stress. Regression coefficients of career development and relationship with others are statistically significant and,
role related issues, work over load and organizational issues are statistically insignificant. The highest magnitude
represents in relationship with others and career development. It indicates that there is the highest positive
relationship between employee turnover and stress caused by relationship with others and career development.
Being aware of the influence of the stress factors, managers can better realize how these factors contribute to the
turnover intention of their employees, and find ways how to decrease stressors in order to decrease employee
turnover.
