Employee well-being has become a strategic priority for multinational corporations (MNCs) due to increasing workplace demands, rapid digital transformation, and evolving organizational practices. Women employees often experience additional occupational challenges arising from work–family conflict, gender-based barriers, and emotional labour, making them particularly vulnerable to job stress. This systematic literature review synthesizes existing empirical evidence on the relationship between job stress, emotional support, and socio-psychological well-being among women employees in MNCs. The review was conducted following the PRISMA guidelines, with studies identified from major academic databases, including Scopus, Web of Science, APA PsycINFO, ScienceDirect, Emerald Insight, SpringerLink, Wiley Online Library, Taylor & Francis Online, and Sage Journals. Seventy-eight empirical studies published between 2000 and 2026 met the predefined inclusion criteria and were analyzed using thematic synthesis. The findings indicate that excessive job demands consistently reduce socio-psychological well-being, whereas emotional support from supervisors, colleagues, family members, and organizations enhances resilience, psychological adjustment, and organizational commitment. The review further reveals that emotional support has predominantly been examined as a moderating variable, while its mediating role remains underexplored, particularly among women employees in multinational corporations. The findings support the Job Demands–Resources (JD–R) Model, the Stress-Buffering Hypothesis, and the Conservation of Resources (COR) Theory, highlighting emotional support as a critical organizational resource that mitigates the adverse effects of job stress. The review contributes to organizational behaviour and occupational health psychology by integrating fragmented evidence, identifying theoretical and methodological gaps, and providing recommendations for future research and organizational practice.