Employee turnover, often the result of low levels of job satisfaction, is a serious problem facing organizations in a competitive environment where retaining top talent drives competitive advantages. As millions of workers begin to shift towards virtual work for the first time as a result of the COVID-19 pandemic, preventing employee dissatisfaction and subsequent turnover poses a serious challenge for organizations. Using moderated mediation framework, this study examines the indirect effect of job stressor fluctuations on turnover intentions through the effect of job satisfaction. The strength of this indirect effect is found to vary based on the holistic configuration of autonomy, skill variety, interdependence, social support, and virtual work experience. Results suggest that, for new virtual workers, these traditionally beneficial facets of work design instead result in a greater influence of job stressor fluctuations on turnover intentions through decreased job satisfaction. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com.bibliotheek.ehb.be/en-US/products/dissertations/individuals.shtml.]