<![CDATA[This study aims to analyze the influence of work stress on turnover intention, examine the influence of job satisfaction on turnover intention, and examine the moderating role of job satisfaction in the relationship between work stress and turnover intention. The study employed a quantitative approach with a causal research design and was conducted at a company operating in the hospitality sector. The research sample consisted of 90 employees. Data were collected through questionnaire distribution and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with the assistance of WarpPLS software. The results indicate that work stress has a positive and significant effect on turnover intention, whereas job satisfaction has a negative and significant effect on turnover intention. In addition, job satisfaction was found to moderate the relationship between work stress and turnover intention with a negative moderating direction, indicating that job satisfaction weakens the effect of work stress on turnover intention. These findings suggest that managing work stress through improved job satisfaction is an important factor in reducing employees' tendency to leave the organization. The implications of this study emphasize the importance of organizational policies that support employee well-being, proportional workload management, and the development of a work environment capable of enhancing job satisfaction in order to retain high-quality human resources.]]>
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