The higher education sector has been traditionally viewed by many as a less stressful and securernwork environment offering high social standing and satisfying, autonomous work. However, thisrnhas changed over the past few decades and university teachers and employees are faced with arnmultitude of stressful issues. This study aimed to investigate the extent, sources andrnconsequences of occupational stress among employees of the College of Health Sciences, AddisrnAbaba University. A quantitative, descriptive cross-sectional survey design was employed usingrnthe ASSET tool of occupational stress to which a six-items turnover intention tool was added.rnBoth academic and non-academic (administrative and health professional) staff were enrolled.rnThe study data were collected over a two-month period, from March 15, 2021â€“ May 14, 2021.rnThe explanatory power and predictive strengths of occupational stressors on the differentrnoutcome variables were examined using structural equation modeling (SEM) while differencesrnamong different demographic groups were assessed using independent samples t-test and onewayrnANOVA. In comparison with the normative values of the ASSET tool, the participants of therncurrent study showed higher levels of stress in terms of Work Relationship, Job Control,rnResources and Communication, Pay and Benefits, and Job Dissatisfaction. On the other hand,rnlower levels of stress in terms of Work-Life Balance, Job Overload and Job Security werernreported. Of the different categories of staff, academic staff were found to score the least inrnterms of the seven dimensions of job stressors except for Pay and Benefits. They also exhibitedrnthe lowest scores of Job Dissatisfaction and Turnover Intention. The SEM analysis showed thatrnWork Relationship exerted the strongest effect on Job Dissatisfaction (Î² = .270, p < .001)rnfollowed by Resources and Communication (Î² = .210, p < .001). In turn, Job Dissatisfaction wasrnfound to exert the strongest effect on Turnover Intention (Î² = .279, p