Job Stress and Turnover Intention of Employees in a Garment Factory

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.