The effect of bank employees' perceived stress levels on their intent to leave their jobs

This thesis aims to examine the impact of workplace stress on employee turnover intentions. Data obtained from 145 participants did not meet the normality assumption, so nonparametric analysis techniques were employed. Mann-Whitney U, Kruskal-Wallis H tests, correlation, and simple linear regression analyses were used. One of the key findings of the study is a positive and significant relationship between perceived job stress and intention to leave (r = 0.627; p < 0.001). Furthermore, regression analysis reveals that intention to leave accounts for approximately 39% of the variance in perceived stress (R² = 0.393). This result demonstrates that stress is a determining variable in employee commitment and employment continuity. The findings revealed that demographic variables did not produce any significant differences in perceived work stress. In contrast, the variables of working in one's hometown, the number of workplaces throughout one's career, and income level showed statistically significant differences in employees' turnover intention.