In contemporary era, everyone is striving for his existence. This mess leads towards some type of stress. Everyone has to endure stress in his daily life. People face different forms of stress like, domestic stress, occupational stress, physical stress, mental stress, emotional stress, interpersonal stress etc. Managing stress and time are the most crucial, yet neglected management skills (Whetten & Cameron, 2011). According to Health and Safety Executives, stress is the adverse reaction, people have to face excessive pressure or other types of demands placed on them. Stress refers to the strain from the conflict between our external environment and us, leading to emotional and physical pressure (Shukla & Garg, 2013). Stress has been researched for decades, but its new dimensions are emerging day by day. Every occupation has some specific type of stress, occupations like teaching, management, business, banking, etc have their own types of stress. Same is for Mobile Telecom sector, that rendered services to the public, faces its own specific type of stress for employees and its stake holders. Job stress initiates when demands exceed abilities, while job related burnout are reactions or effects resulting from the occurrence of stress (Westman, 2010).Job stress is one of the major concerns of the business world. Job stress, if efficiently managed can boost any business as well as employee?s performance. There are many factors, which may cause job stress like environment, management style, leadership style, pay, promotion, etc. There is a wide range of research in this category of stress. In the current study, some relatively new aspects of job stress in the context of the Mobile Telecom sector in Pakistan have been evaluated like, disruptive innovation, technological change, lack of skill set and job uncertainty. Actually, everything that creates chaos can upset the routine and may cause physical and psychological threat is called stress (author?s conceptualization). It has many types, many levels, and many symptoms. It is a great threat to commitment and performance. When stress increases beyond the limit, it brings with itself major physical, psychological, and negative emotional symptoms like headache, frustration, anxiety and tiredness. It has appalling effects on human body like low energy level, muscle tension, heart diseases, chronic insomnia (Onciul, 1996). Same like, it has a significant effect on employee?s commitment towards the organization. Organizational commitment is about employees? perception and attachment regarding their organization (Gemmiti, 2008). It is employees? affiliation towards their organization. Committed employees constitute the best human capital of any organization and prove as a strategic asset (Beer, 2009). Organizations struggle hard to make the employees loyal, committed and strive to convert non-committed employees into committed employees. Among three dimensions of commitment, like affective, normative and continuous commitment, affective commitment has been discussed in this study.The normative commitment refers to the workforce?s mind-set of responsibility and obligation to continue the job with the organization while the continuance commitment can be defined as the costs that employees correlate with parting the organization (Allen & Meyer, 1990). Affective commitment is all about affiliation, attachment, loyalty and the positive reaction in all kinds of circumstances towards the organization (Alvi, Hanif, Adil, Ahmed, & Vveinhardt, 2014). It is a major concern for organizations to materialize the things, which make an employee committed and the things forbid an employee to be committed. A stressed employee is not a committed employee. Many researchers have proved it that occupational stress has a positive relation with organizational commitment (Jackson & Rothmann, 2006; Velnampy & SA, 2013). In conclusion, commitment is a combination of three factors like complete acceptance of values and goals on the part of employees, devoted efforts for the organization and desire to remain the member of the organization (Vakola & Nikolaou, 2005). Top management must incorporate the action plan to measure the stress symptoms among the employees for addressing the major anti commitment factors among employees. In this research, job stress along with stress symptoms (physical, emotional, behavioral and psychological) and their relationship with an affective organizational commitment of employees of the Mobile Telecom sector, will be explained. The statement of the problem is the impact of job stress on the organizational affective commitment of employees of the Mobile Telecom sector in Pakistan.