This study examines the relationship between cognitive load and turnover intentions in high-cognitive-
load workplaces, with a focus on moderating effects from workplace stress, job satisfaction, perceived organizational support (POS), and demographic factors.
Using data from the General Social Survey (GSS) 2022 and U.S. Bureau of Labor Statistics (BLS) Job Tenure Reports, the study applies multiple regression and moderation analyses.
The results indicate that cognitive load alone is not a direct predictor of turnover but interacts with broader organizational factors. POS emerged as a strong independent predictor of lower turnover intentions, while workplace stress did not significantly amplify turnover risk.
Gender moderated the cognitive load-turnover relationship, with male employees displaying higher turnover sensitivity.
The findings highlight the importance of workplace support systems, job satisfaction, and tailored retention strategies for high-cognitive-load industries.
These insights contribute to organizational behavior research and offer practical recommendations for improving employee retention in cognitively demanding environments.
