Abstract

Purpose: This study investigates how job stress affects job satisfaction and turnover intention among foodservice franchise supervisors, addressing a notable research gap by identifying and analyzing specific stress factors. These include role stress, relationship stress, and compensation stress, which are examined for their impact on job satisfaction and supervisors’ intentions to leave their positions. Research design, data, methodology: Data were collected from 240 supervisors working in foodservice franchise companies using a structured survey that assessed the three dimensions of job stress. Structural equation modeling was conducted using SPSS 22.0 and AMOS 22.0 to explore the relationships among job stress, job satisfaction, and turnover intention. Result: The results indicated that role and relationship stress significantly reduced job satisfaction and heightened turnover intention, while compensation stress had no statistically significant effects. Furthermore, job satisfaction was found to mediate the relationship between role stress, relationship stress and turnover intention, highlighting its critical protective role in reducing the likelihood of turnover. Conclusions: Franchise organizations can improve supervisor retention by addressing role ambiguity and promoting better workplace relationships. Practical steps include offering clear job descriptions, improving communication, and establishing conflict resolution processes. These insights enrich the job stress literature and provide actionable strategies for enhancing HR management in franchise settings.