Research On The Influence Mechanism Of Destructive Leadership On Employee Turnover Intention

Recently,with the increasing power of leaders in enterprises,negative news has been exposed continuously,and destructive leadership behaviors have also attracted the attention of scholars.Some studies have found that the main reasons for the psychological and behavioral abnormalities of employees include destructive behaviors of leaders.On the other hand,with the increasingly fierce market competition today,the employee turnover rate is constantly increasing and the enterprise is seriously affected.According to the relevant investigation,leadership behavior is an important factor in the organization that affects the employee's dimission.In the relevant research,it has been found that abusive management has a significant positive effect on the employee's dimission intention.However,the influence mechanism and boundary conditions between destructive leadership and turnover intention still need to be further studied.Therefore,this study will introduce relevant mediators and moderators to deeply explore the mechanism and boundary effect of employees' perceived destructive leadership behavior on their dimission intention.This study will make up for the issues like lack of previous research and also provides some methods for enterprises to Strengthen their human resources.According to the deficiencies of the above research on disruptive leadership on employee turnover intention,this paper intends to take "the research on the impact of disruptive leadership on employee turnover intention" as the core issue of the research,and on this basis,introduce psychological capital as the mediating variable and emotional intelligence as the regulating variable.Based on the above stated goals,this study mainly includes the following research contents :(1)through literature reading,it finds that the concepts of destructive leadership,resignation intention,psychological capital and emotional intelligence are not insufficient,and the research frontier is not insufficient.(2)to understand the dimensions of variables,draw lessons from the scales that have been used in maturity,design the questionnaire of this study,test by reliability analysis,and revise it for empirical analysis;(3)after the formal questionnaire was collected,data analysis software such as SPSS and AMOS were used to conduct inertial analysis,regression analysis and confirmatory factor analysis on relevant variables to obtain the factor relationship between destructive leadership and turnover intention,and explore the influence mechanism and boundary effect of destructive leadership behavior on employee turnover intention.Based on relevant empirical studies,this paper draws the following conclusions :(1)destructive leadership has a significant positive impact on employee turnover intention;(2)in the four dimensions of psychological capital,self-efficacy,hope,optimism and tenacity are all significantly negatively affected by destructive leadership;(3)each dimension of psychological capital has a significant negative impact on employee turnover intention;(4)psychological capital has a significant mediating effect on disruptive leadership and employee turnover intention;(5)emotional intelligence can play a significant regulating role in disruptive leadership and employee turnover intention.Finally,this paper draws the following management implications based on empirical research conclusions :(1)organizational level.The enterprise organization should improve its management system and create an organizational atmosphere of "anti-destructive behavior".To strengthen the connection between leaders and employees;Adopt a strict selection and assessment system for organizational leaders to control destructive behaviors of leaders from the root;In the process of selecting employees,the emotional intelligence of employees should be considered to avoid frequent dimission caused by low emotional intelligence.Set up a feedback communication platform for superiors and subordinates,and strengthen the supervision of destructive behaviors of leaders.(2)leadership.First,the harm of destructive behavior should be clearly recognized from the ideology.Second,to establish the prestige of leaders,we should start from improving the personality charm and professional skills.When the pressure is too high,we should choose the right and reasonable means of venting.Third,strengthen the communication between organizational leaders and employees to form a good relationship between superior and subordinate.(3)staff.Enhance their own psychological quality and emotional intelligence,and establish a good relationship with the leader of the organization.