The relationship between job stress, perceived organizational politics and turnover intention

This study examined relationships of job stress, perceived organizational politics and turnover intention among employees using a cross-sectional design. Two hundred and fifty eight (258) non-teaching staff (124 male and 134 females) from the University of Nigeria Nsukka, with a mean age of 42.07 years, SD of 9.59 participated in the study. One hundred and forty six (146) of the respondents were married while sixty four (64) were single and 48 were widows. Two hypotheses were tested in the study: There will be no statistically significant relationship between job stress and turnover intention; there will be no statistically significant relationship between perceived organizational politics and turnover intention. Three instruments were used for data collection, namely: Role-base Stress Inventory, Perceived Organizational Politics Scale and Turnover Intention Scale. Result of hierarchical Linear Regression analysis revealed that job stress was significantly related to turnover intention (t = 1.10, p < .05). The implications and limitations were highlighted, and recommendations and suggestions for further research were made.