The stress-turnover relationship has received considerable attention and has been empirically supported in different contexts, worker types, and cultures (Zhao, Liu and Zhang, 2003). Past studies suggest that one factor related to turnover is tension associated with the employees' present work. This conceptualization is in keeping with the prior established notion that increasing levels of tension in the current job may lead to a decision to quit the stressful work environment. Additionally, Cao Yu-Ping (2005) used causal modeling to find support for the notion that stress is a predictor of turnover. This has led to a general acceptance that the relationship exists and has likely led to a decrease in the number of studies on this topic (Zhang and Lee, 2010). Podsakoff et al. (2007) examined the 2-dimensional work stressor framework which is used to explain inconsistencies in past research with respect to stressor relationships with retention-related criteria. Results of meta-analyses of 183 independent samples indicated that whereas hindrance stressors had dysfunctional relationships with these criteria (negative relationships with job satisfaction and organizational commitment and positive relationships with turnover intentions, turnover, and withdrawal behavior), relationships with challenge stressors were generally the opposite (positive relationships with job satisfaction and organizational commitment and negative relationships with turnover intentions and turnover).