Age or Generation? How Occupational Stress Shapes Satisfaction, Commitment, and Turnover Intentions

Abstract

This study examines how occupational stress shapes employee well-being and withdrawal intentions across age and generational groups in a Romanian engineering company. Drawing on job demands–resources, conservation of resources, and lifespan perspectives, we tested a model linking stress, emotional exhaustion, job satisfaction, organizational commitment, and turnover intention. Using validated scales and survey data from 93 employees representing Generations X, Y, and Z, we combined regression and PROCESS analyses to evaluate direct, mediating, and moderating relationships. Findings show that stress undermines key attitudes and increases withdrawal risk, with emotional exhaustion and commitment playing central explanatory roles. While generational differences emerged, many effects were better explained by linear age. The study advances understanding of stress–strain processes and their implications for retention.