The relationship between stress, workload, rewards and time management towards organizational turnover among various manufacturing employees

The work environment of employees in the manufacturing sector is often characterized by demanding tasks, strict deadlines, and high-performance expectations, all of which can elevate stress levels. Excessive stress may negatively influence employee productivity, job satisfaction, and organizational commitment. This study examines the relationship between stress, workload, rewards, and time management towards organizational turnover among various manufacturing employees, as well as their impact on organizational turnover. Guided by the Job Demand–Resource (JD-R) model, this research emphasizes the interaction between job demands and the availability of workplace resources in shaping employee well-being and behavioral intentions. A quantitative research design was employed, and data was collected through structured questionnaires administered to a sample of 176 manufacturing employees. Descriptive statistics, Pearson’s correlation, and multiple regression analyses were conducted to examine the determinants of turnover intention. Findings reveal that workload and time management significantly contribute to elevated stress levels, which in turn influence employees’ intentions to leave the organization. Conversely, the presence of adequate rewards both financial and non-financial was found to reduce stress and increase retention. These results suggest that managing employee workload, strengthening reward systems, and improving time management skills are essential for reducing turnover. The study underscores the need for manufacturing organizations to implement supportive policies and foster a conducive work environment that enhances employee well-being and organizational stability