In the contemporary financial industry, workplace mental health has become essential factors in organizational sustainability. This study examines the relationship between workload stress and job satisfaction among financial institution employees within Klang Valley, Malaysia. Utilizing a quantitative design grounded in the Job Demands-Resources (JD-R) model and Herzberg’s Two-Factor Theory, data were collected via an online survey (N = 406). Perceived workload stress was operationalized using The Workplace Stress Scale (TWSS), while job satisfaction was quantified via the Minnesota Satisfaction Questionnaire (MSQ). Pearson correlation analysis revealed a significant weak-to-moderate negative relationship between workload stress and job satisfaction (r = -.264, p <.001), indicating that escalating task demands directly deteriorate employee satisfaction. Simple linear regression demonstrated that workload stress significantly predicts job satisfaction (R² = -.070, F = 30.323, p < .001). Conversely, a One-Way ANOVA established no significant variances in job satisfaction levels across different tenure groups (F = .305, p = .822), challenging models like the hangover effect and demonstrating that operational strain universally impacts the workforce regardless of seniority. The findings underscore the need for human resource managers to restructure rigid Key Performance Indicators (KPIs) and deploy systematic psychological risk management tools to protect organizational human capital.
Azeez, S. A. (2026). The relationship between Human Resource Management Practices (HRM) and Employee Retention in Higher Education Institutions in the Maldives: Mediating Effects of Motivation and Job Satisfaction. Journal of Intelligent Decision Making and Information Science, 3(12s), 1631-1653.
Baxi, D. B., & Atre, D. (2024). Job satisfaction: Understanding the meaning, importance, and dimensions. Journal of Management and Entrepreneurship, 18(1), 34–40.
Dobrow Riza, S., Ganzach, Y., & Liu, Y. (2016). Time and job satisfaction: A longitudinal study of the differential roles of age and tenure. Journal of Management, 44(7), 2558–2579. https://doi.org/10.1177/0149206315624962
Jermsittiparsert, K., Petchchedchoo, P., Kumsuprom, S., & Panmanee, P. (2021). The impact of the workload on the job satisfaction: Does the job stress matter? Academy of Strategic Management Journal, 20(5), 1–13.
Krejcie, R. V., & Morgan, D. W. (1970). Determining sample size for research activities. Educational and Psychological Measurement, 30(3), 607–610. https://doi.org/10.1177/001316447003000308
Lee, B., Lee, C., Choi, I., & Kim, J. (2022). Analyzing determinants of job satisfaction based on two-factor theory. Sustainability, 14(19), Article 12557. https://doi.org/10.3390/su141912557
Lim, W. M. (2024). What is quantitative research? An overview and guidelines. Australasian Marketing Journal, 33(3), 325–348. https://doi.org/10.1177/14413582241264622
Mohamad, N. F. W., & Kasavan, S. (2023). Job stress among employees of banking sector in Klang Valley. International Journal of Professional Business Review, 8(10), Article e03751. https://doi.org/10.26668/businessreview/2023.v8i10.3751
Mowpia, M., & Kumar, A. (2024). Job satisfaction in banking sector employees. International Journal for Research in Applied Science and Engineering Technology, 12(9), 61–67. https://doi.org/10.22214/ijraset.2024.64061
Omar, M. K., Aluwi, A. H., Mohd Fauzi, M. W., & Hairpuddin, N. F. (2020). Work stress, workload, work-life balance, and intention to leave among employees of an insurance company in Malaysia. International Journal of Business, Economics and Law, 21(2), 70–78.
Pitaloka, D. A., Kurniawan, I. S., & Kusuma, N. T. (2026). Drivers of Employee Turnover: Workload, Job Satisfaction, and Organisational Commitment. Jurnal Ilmiah Bisnis dan Ekonomi Asia, 20(2), 263-277.Arthur, E. (2025). Turnover tug-of-war: A standoff between job satisfaction and tenure. Business Management and Strategy, 16(2), 101–118. https://doi.org/10.5296/bms.v16i2.22747
Radha, P., & Aithal, P. S. (2023). A study on the performance of employees in the banking sector and its impact on the organizational health. International Journal of Management, Technology, and Social Sciences, 8(1), 119–127. https://doi.org/10.47992/ijmts.2581.6012.0315
Schaufeli, W. B. (2017). Applying the Job Demands-Resources model. Organizational Dynamics, 46(2), 120–132. https://doi.org/10.1016/j.orgdyn.2017.04.008
Selvanayagam, A., Venkatakrishnan, S., & N, R. (2025). The role of hybrid work models in enhancing employee well-being, productivity, and job satisfaction. South European Journal of Public Health, 26(S1), 3049–3062.
Tentama, F., Rahmawati, P. A., & Muhopilah, P. (2019). The effect and implications of work stress and workload on job satisfaction. International Journal of Scientific and Technology Research, 8(11), 2498-2502.
Vanchapo, A. R. (2020). Beban kerja dan stres kerja. Penerbit Qiara Media.
Adli, A. L., Latif, F. M. A., & Ibrahim, A. (2026). The Relationship between Workload Stress and Job Satisfaction: A Study among Financial Institution Employees in Klang Valley. International Journal of Academic Research in Business and Social Sciences, 16(9), 1541-1522.
Copyright: © 2026 The Author(s)
Published by Knowledge Words Publications (www.kwpublications.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode
