Work-Related Stress as a Predictor of Turnover Intention Among Nurses: Cross-Sectional Findings from Jeddah Second Health Cluster, Saudi Arabia

Abstract

Background: Nursing is one of the most demanding professions, often associated with heavy workloads, emotional strain, and organizational pressures that contribute to work-related stress. Persistent exposure to stress not only undermines nurses’ well-being but also increases the risk of turnover, creating challenges for healthcare systems. In Jeddah City, Saudi Arabia, unique demographic and institutional factors further intensify these stressors, making it essential to examine their impact on turnover intention. Aim: This study aimed to investigate the effect of work-related stress on turnover intention among nurses working in the second health cluster of Jeddah City. Methods: A cross-sectional survey design was employed. The target population included all registered nurses in the second health cluster, with a final sample of 370 nurses selected through simple random sampling. Data were collected using two validated tools: the Workplace Stress Scale (WSS) and the Turnover Intention Scale (TIS). Descriptive statistics were used to summarize demographic variables and scale scores. Structural Equation Modeling using SmartPLS was applied to test the hypothesized relationship between work-related stress and turnover intention. Results: Nurses reported moderate levels of work-related stress, with the highest stressors linked to workload, unreasonable deadlines, and interference of job pressures with personal life. Turnover intention was also moderate, with a substantial proportion of respondents contemplating leaving their jobs within a year. Hypothesis testing confirmed a significant positive relationship between workplace stress and turnover intention (β = 0.312, t = 4.12, p < 0.001). Conclusion: The findings confirm that work-related stress is a critical determinant of turnover intention among nurses in Jeddah City. Addressing workplace stress through organizational interventions, supportive leadership, and improved staffing policies is essential to reduce turnover risk and enhance workforce stability.