The Effect of Work Pressure and Work Stress on Employees’ Turnover Intention: The Moderating Role of Perceived Organizational Support in Islamic Banking

Abstract

This study examines the effects of work pressure and job stress on turnover intention, as well as the moderating role of  Perceived Organizational Support (POS) among employees of an Islamic banking institution in Malang. Using a quantitative explanatory design, data were collected from 130 employees through a census sampling method and analyzed using PLS-SEM with SmartPLS 4. The results show that work pressure does not significantly affect turnover intention (t = 0.477; p = 0.634), while job stress has a positive and significant effect (t = 4.675; p < 0.001). POS significantly moderates the relationships between work pressure and turnover intention (t = 2.768; p = 0.006) and between job stress and turnover intention (t = 3.722; p < 0.001) by weakening their effects. The model explains 86.7% of the variance in turnover intention (R² = 0.867). These findings support the JD-R model and Social Exchange Theory by emphasizing the buffering role of organizational support and highlight the importance of strengthening organizational support to reduce employees’ turnover intention.