A Study On The Influence Of Abusive Supervision On Employees’ Turnover Intention In Enterprises:The Intermediary Effect Of Psychological Contract Violation And Job Satisfaction

In today’s society,abusive supervision is a widespread negative leadership style.Regardless of the organization or individual employees,the negative impact of negative management methods on the enterprise is particularly prominent.In corporate management,the high employee turnover rate has always been the most troublesome issue for managers,and it is also a hot topic of discussion and research in the human resources department.In the existing research,scholars pay more attention to the impact of abuse supervision on a single outcome variable,such as employee deviance behavior,team performance and organizational commitment,etc.They often ignore the psychology of employees will also be affected by abusive supervision.The impact of this,which in turn has negative consequences for the individual’s turnover intention,also ignores the process of interaction between these outcome variables.Based on this,this article takes abusive supervision as an independent variable,employee turnover intention as a dependent variable,and takes psychological contract violation and job satisfaction as intermediary variables to construct a chain mediation model.This study takes enterprise employees as the research object,adopts the method of questionnaire survey to measure the above four variables,and obtains a total of 526 valid questionnaires.In the study,statistical analysis methods such as student’s t test,one-way analysis of variance,correlation analysis,path analysis,and mediating effect test were used.The study results show that the following:(1)Employees with different monthly salaries have significant differences in turnover intention.(2)Abusive Supervision is positively related to employee turnover intention,abusive supervision is positively related to psychological contract violation,abusive supervision is negatively related to job satisfaction,psychological contract violation is positively related to employee turnover intention,psychological contract violation is negatively related to job satisfaction,job satisfaction is negatively related to employee turnover intention.(3)Abusive Supervision can significantly positively predict employee turnover intentions、significantly positively predict psychological contract violations、and significantly negatively affect job satisfaction;psychological contract violation significantly negatively predicts job satisfaction,and significantly positively predicts employee turnover intention;job satisfaction significantly negatively predicts employee turnover intention.(4)Psychological contract violation and job satisfaction play an intermediary role between abusive supervision and employee turnover tendency.The research results show that abuse management can not only directly affect employee turnover intention,but also indirectly affect employee turnover intention through psychological contract violation and job satisfaction.