This research study investigated the effect of job engagement to organisational stress and the employees’ intention to quit among administrative personnel at the University of Fort Hare. The main objectives of this study were determining the effects of organisational stress on employees’ intention to quit, examining the role of job engagement as a moderator of the relationship between organisational stress and employees’ intention to quit, and providing results that would lead to a deeper understanding of the nature and extent of the relationship between organisational stress and intention to quit. A survey method was adopted for this study. A questionnaire comprising of four sections: biographical information, ERI questionnaire for stress, turnover intention, and UWES scale, was administered to non-academic support personnel of the University of Fort Hare in all three campuses namely Alice, Bhisho, and East London. Simple random sampling was used to select the participants. The literature reviewed displayed a great need for managers to understand organisational stress and its causes, and how to manage and cope with stress so as to avoid losing employees, especially highly competent employees. The study yielded results that show that there are interrelationships amongst the three variables, and that job engagement does moderate the relationship between organisational stress and employees’ intention to quit.