The Influence Of Abusive Management On Employee Turnover Intention

In recent years,the negative behavior of leaders is constantly exposed,and destructive leadership behavior such as abusive management has attracted more and more attention of scholars.Studies have found that abusive management has a negative impact on employees' psychology and behavior.In addition,the turnover rate of employees is increasing with the increasingly fierce competition,which has a serious impact on enterprises.Some surveys have found that leadership is an important factor affecting employee turnover within an organization,and some research proved that abusive management has a significant positive impact on employee turnover intention.However,the impact mechanism and boundary conditions of the relationship between them need to be further studied.Therefore,it is necessary to deeply analyze the mechanism and influence boundaries of abusive management on employee turnover intention by introducing possible mediating variables and moderating variables,which can not only make up for the shortcomings of previous research,but also provide a practical path for the organizations to retain human resources and achieve strategic objectives.In view of the above-mentioned needs of management practice and the insufficiency of current research,based on Social Exchange Theory?Social Comparison Theory and Expectation Theory,this study aims to study the influence of abuse management on employee turnover intention,and job embeddedness and emotional intelligence are added as mediating variables and moderating variables.Based on the above research objectives,this study mainly carries out the following research contents:(1)By reviewing the literature,clarifying the conceptual development and research status of abusive management?turnover intention?job embeddedness and emotional intelligence,and use inductive and deductive methods to form the theoretical framework and research hypothesis of this study.(2)Refer to the mature scale of relevant variables at home and abroad to design the questionnaire of this study,correct the scale by reliability test and validity test of the pre-survey data.(3)Using SPSS and AMOS software to analyze the questionnaire data,such as Confirmatory Factor Analysis?Correlation Analysis?Regression Analysis,in order to clarify the relationship between abusive management and employee turnover intention,and explore the impact mechanism and function boundary of employee perceived abusive management on employee turnover intention.Based on empirical research,this paper draws the following conclusions:(1)Abusive management has a significant positive impact on employee turnover intention;(2)Abusive management has a significant negative impact on job embeddedness,and abusive management has a significant negative impact on organization embeddedness and community embeddedness;(3)Job embeddedness has a significant negative impact on employee turnover intention,and organization embeddedness and community embeddedness both have significant negative effects on employee turnover intention;(4)Job embeddedness plays a mediating role in abusive management and employee turnover intention;(5)Emotional intelligence plays a negative moderating role in the regulation between abusive management and turnover intention.Finally,this paper proposes some management enlightenments:(1)In terms of organization.Improve the organizational management system and create an "anti-abuse" organizational atmosphere;strengthen team building and enhance the relationship between employees and enterprises;strictly select leaders to control abusive management behavior from the source;choose employees with higher emotional intelligence to avoid frequent turnover;build a communication and feedback platform to minimize the harm of abusive management.(2)In terms of leaders.First of all,leaders should deeply realize the destructive of abusive management;Secondly,leaders should enhance their prestige by enhancing knowledge?skills and personality charm instead of relying on abusive management,and when facing pressure,they should use reasonable ways to vent passive emotions;Finally,leaders should strengthen communication with employees and establish a good employee relationship.(3)In terms of employees.Employees should improve their emotional intelligence,and establish a good relationship with leaders on their own initiative.