Aim: This study aimed to compare job stressors and turnover intention based on career anchors among Iranian Gas Transmission Company managers. Method: Cross-sectional study whose statistical population consists of all managers of Iranian Gas Transmission Company. Four hundred ninety-four managers of this company were selected by cluster sampling method proportional to the selected volume and responded to these questionnaires: Industrial Unit Work Stress (Saffarzadeh, 1998), Career Anchors (Schein, 1985), and Turnover Intention (O'Reilly, Chatman & Caldwell, 1991). Results: There is a statistically significant difference in the level of work stress between individuals whose predominant anchor is independence compared to the service anchor. In other words, job pressures are higher for individuals with an independence anchor compared to service anchors. In addition, there is a statistically significant difference in turnover intention between individuals whose predominant anchor is independently compared to the group with a predominant anchor of service, diversity, and management. Conclusion: Career anchor plays an essential role in managers' job satisfaction and turnover intention. It is suggested that other organizations create the necessary conditions for managers' dynamic activity toward their dominant anchor.