Research On The Influence Of Abusive Supervision To Knowledge Workers’ Turnover Intention:the Role Of Organizational Identification And Personality

With the accelerating pace of the modernization process and the increasing of modern work pressure, the phenomenon of workplace’s mental abuse is becoming more and more common. Nowadays, a number of scholars pay a great attention to abusive supervision which is a common type of workplace’s mental abuse. But by reading the relevant literature, we can find that studies about abusive supervision mostly concentrated in foreign countries, and it is still very little in domestic research. But in our country, under the influence of traditional culture, such as high power distance, the phenomenon of "under the statue base" is widespread between leaders and subordinates, which results abusive supervision very common in all types of organizations. Relative tudies have shown that abusive supervisiont has serious negative effects on individual employees, including increasing employees’turnover intention. Today’s society has entered the era of knowledge economy, and knowledge workers which bear a great deal of knowledge has become the company’s core resources, and their value to enterprise also seems more important. Therefore, knowledge workers’ leave will bring huge losses to companies. But now no scholars have studied the influence of abusive supervision to knowledge workers’ turnover intention. Therefore, firstly, this paper discusses the impact of abusive supervision to knowledge workers’ turnover intention under Chinese cultural background; secondly, based on the logical deduction of literature, we select organizational identity and personality as mediator and moderator, in order to further open the "black box" about how abusive supervision affects knowledge workers’turnover intention.Firstly, by carding the literature about abusive supervision, turnover intention, organizational identity and personality, we presented research hypothesis, and simultaneously built a theoretical model. Next, referring to the existing mature scale, we designed a new questionnaire for this study, and selected knowledge workers as survey object to collect data. Subsequently, we ues the data collected for descriptive statistical analysis, correlation analysis and hierarchical regression analysis, and get the following conclusions:the first conclusion is that abusive supervision will increase significantly knowledge workers’ turnover intention; The second conclusion is that organizational identification plays a partial intermediary role in the proress of abusive supervision’s influence to knowledge workers’ turnover intention; The third conclusion is that personality plays a regulatory role in the progress of abusive supervision’s influence to knowledge workers’ turnover intention; meanwhile, the age of knowledge workers and length of service in the company will have a significant impact on other study variables. Finally, we summarized the main conclusions of data analysis, and put forword relative management implications and then presented prospects for future research.