Introduction:
Occupational stress is a growing concern in today's workforce, particularly among women, who often face unique psychosocial pressures due to role conflict, gendered expectations, and limited workplace support. These stressors have been linked to increased absenteeism and a higher intention to leave the workforce, threatening organisational sustainability and gender equity.


Purpose:
This study examines the psychological mechanisms linking occupational stress to turnover intention and absenteeism among women employees in diverse organisational settings. It also explores gender-specific stressors and organisational gaps contributing to these outcomes.


Method:
A cross-sectional survey design was employed with a sample of 250 employed women from public and private sector organisations. Standardised tools measured occupational stress, turnover intention, and self-reported absenteeism over the past six months. Multiple regression and mediation analyses were conducted to identify significant predictors and indirect effects.


Results:
Findings revealed that higher levels of occupational stress significantly predicted increased turnover intention and absenteeism. Role overload, lack of recognition, and work-family conflict emerged as key stressors. Mediation analysis suggested that emotional exhaustion partially mediated the relationship between occupational stress and turnover intention.


Conclusions:
Occupational stress among women has substantial implications for workforce retention and attendance. Organisational interventions prioritising psychological well-being, work-life balance, and gender-sensitive policies are essential to mitigate these effects and support women's sustained participation in the labour market.