11th HRM Student Research Symposium 2024
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Item THE IMPACT ON JOB DEMAND AND JOB STRESS ON TURNOVER INTENTION OF EXECUTIVE LEVEL EMPLOYEES IN THE APPAREL INDUSTRY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Jayaruwani B. I.; De Silva G.H.B.A.The apparel industry is the backbone of the Sri Lankan economy, contributing considerably to employment and export earnings. Despite its economic importance, little research has been conducted to date on how job demands, job stress, and turnover intention among executive-level employees are related in this industry. Most of the studies so far have focused on operational-level challenges, which leaves a big gap in the pressures faced by executives. This study aims to investigate the impact of job demands and job stress on turnover intention among executives in Sri Lanka’s apparel industry. Drawing on theoretical frameworks such as the Job Demands-Resources (JD-R) model, this research examines the factors contributing to stress and turnover intention while identifying strategies for retention and stress management. The current study is quantitative and conducted as a cross-sectional field study. A comprehensive theoretical framework was formulated, giving job demand and job stress as an independent variable and turnover intention as the dependent variable. A standard questionnaire was distributed for the target sample as a Google form online. According to the convenience simple random sampling technique, the final sample remains at 169 observations of the executive Employee apparel industry. The sample data set was analyzed through reliability analysis, normality and linearity analysis, and correlation and regression analysis using the Statistical Package for Social Sciences (SPSS). Building on the findings of this study, it is concluded that job demand and job stress statistically positively impact the turnover intention. A strong relationship was found between the three variables, and all three hypotheses offered were accepted. The qualitative or mixed methodology can be used to conduct further studies to arrive at more diverse findings regarding factors that impact the turnover intention of the employees who are in job demand and job stress.