The effect of work-related stress on organizational commitment and turnover intention: A multigroup analysis of employees in public and private sector companies in Mexico

Abstract Purpose: This study aims to analyze the impact of organizational commitment and work-related stress on turnover intention among employees in Mexico, comparing the public and private sectors. Originality/value: The research fills a knowledge gap by exploring sector-specific differences in the relationships among organizational commitment, stress, and turnover intention, particularly in the context of an emerging market such as Mexico. It provides insights into how organizational dynamics shape employee behavior, addressing a need for tailored strategies in diverse work environments. Design/methodology/approach: The study adopts a quantitative, non-experimental, cross-sectional design. Data were collected through a structured questionnaire from a sample of 233 employees across public and private sectors. Structural Equation Modelling (SEM) and multi-group analysis were employed to examine the relationships between the variables. Findings: The results indicate that organizational commitment acts as a buffer against work-related stress, reducing turnover intention, especially in the public sector. In the private sector, however, stress directly influences turnover intention, highlighting the need for effective stress management. Contribution/implication: This study contributes to the Conservation of Resources Theory by demonstrating how organizational commitment mitigates the impact of stress on turnover intention. Practically, it suggests that private organizations should prioritize stress management, while both sectors benefit from policies that promote a healthy work environment and strong employee commitment.