A Study On The Mechanism Of Abuse Management Influencing Employee Turnover Intention

With the development of economic internationalization and globalization,the competition between organizations has gradually changed from market and resource competition to talent competition.Talent advantage has become a key factor for enterprises to move forward steadily and gain competitive advantage.However,with the strong impact of innovation wave vigorously advocated by the state,employee turnover has become a more common phenomenon(Wang duanxu et al.,2016).Therefore,how to reduce the turnover rate has become the focus of the academic and management community.Turnover intention can well predict the turnover behavior of employees(Drucke,1959),so it is more feasible and operational to use it as an effective index to study turnover behavior.Scholars have found that the antecedent variables of employee turnover intention are complex and diverse,which can be summarized as personal factors,work factors and organizational factors(Zhang Xuri,2016).Managers belonging to organizational factors,as representatives of the organization,will have a significant negative impact on employees' work attitude and behavior,such as the rise of employee turnover rate(Jiang Meng,2016;Burris et al.,2008).Therefore,this study takes employee turnover intention as a dependent variable,studies the impact of abusive supervision on it,and further explores the mediating role of work alienation and the regulating role of traditionalism.This study uses the mature measurement tools at home and abroad for reference to conduct a questionnaire survey,taking the financial industry,insurance industry,automobile industry and other employees in Guangxi,Guangdong and Jilin as the survey objects,and uses spss22.0 and amos22.0 to carry out the homology deviation test,reliability effectiveness test,descriptive statistical analysis,correlation analysis and regression analysis on 429 valid questionnaires,and draws the following conclusions:(1)Abusive supervision has a significant positive effect on turnover intention;(2)abusive supervision has a significant positive effect on work alienation;(3)work alienation has a significant positive effect on turnover intention;(4)work alienation mediates the relationship between abusive supervision and turnover intention;(5)traditionalism regulation of the relationship between abusive supervision and work alienation;(6)The mediating effect of traditionalism regulation of work alienation between abusive supervision and turnover intention.This study is conducive to understand the impact mechanism of abusive supervision on employee turnover intention in the context of Chinese culture,further expand the research field of abusive supervision,and promote the localization of employee turnover intention research.At the same time,this study is helpful for the guidance of company management practice.Based on the above research conclusion,in the organizational management practice,if we want to quickly and effectively detect the signs of employee turnover intention,so as to effectively reduce unnecessary brain drain,and maximize the effectiveness of talents,organizations must train and guide relevant knowledge and skills(such as management methods and work standards);at the same time,it is necessary to create harmony,equality and fairness organizational atmosphere,improve employees' trust and sense of belonging to the organization,and reduce employees' sense of work alienation.In addition,the organization should also deeply understand the traditionalism tendency of employees,guide and distribute according to the characteristics of their cultural values,so as to encourage employees to actively safeguard the interests of the organization and serve the organization.