The ties that strain: Unraveling the determinants of workplace stress and their impact on turnover intentions in the banking industry

Abstract

Workplace stress represents a critical issue within the banking industry, significantly influencing employee well-being, job satisfaction, and turnover intentions. This study investigates the primary stressors experienced by banking professionals in Morocco and examines their effects on employees’ intentions to leave their organizations. By analyzing the intricate relationship between workplace dynamics and retention, this research offers a rigorous and comprehensive understanding of how occupational stress impacts career trajectories in the financial sector. Utilizing survey data collected from 246 banking employees across various roles—with particular emphasis on client-facing positions characterized by heightened stress levels—the study employs descriptive statistical analysis, correlation analysis, and OPROBIT regression modeling to elucidate the determinants of workplace stress and their predictive influence on employee turnover intentions. The findings indicate that perceived stress is the strongest predictor of an employee’s intention to exit, with excessive workload identified as the primary contributing factor. Respondents consistently reported significant stress associated with continuous pressures arising from client interactions. Conversely, the presence of supportive management practices, characterized by transparent communication, empathetic leadership, and acknowledgment of employee contributions, was found to substantially alleviate stress and promote employee retention. Institutions that cultivated supportive leadership environments observed markedly reduced intentions to leave among their workforce. Furthermore, the analysis reveals noteworthy variations linked to generational and educational differences. Employees belonging to Generation X demonstrated greater openness to exploring external job opportunities compared to their Millennial and Generation Z counterparts, who generally preferred organizational stability and clear advancement prospects within their current roles. Additionally, highly educated employees exhibited increased resilience to stress-induced turnover, likely attributable to their enhanced career opportunities and greater professional autonomy. These insights carry significant practical implications for banking institutions. Strategic interventions aimed at workload management, resource optimization, and promotion of work-life balance are essential for mitigating occupational stress. Furthermore, nurturing supportive leadership practices and ensuring competitive compensation structures are crucial for enhancing employee satisfaction and retention. Acknowledging generational preferences can facilitate the development of targeted policies that effectively address diverse employee expectations, thereby fostering both career development and long-term stability.