| 其他摘要 | In recent years, the phenomenon of leadership on employees' mind control by continual media exposure. The leader by weakening the employee's self-esteem and confidence, malicious evaluation of the employee's working ability and value, make employees negative emotions and mental pain for a long time, even if the employees have good work, still can often produce self-denial and self-doubt, it has a serious impact on employees' mental health and career development. With this phenomenon increasing in enterprise management, the research direction of leadership theory has shifted from the previous positive leadership behavior to destructive leadership behavior, and more and more researchers have begun to pay attention to the negative consequences of leaders' negative behaviors on employees and organizations. Abusive supervision is a typical representative of destructive leadership behaviors. Existing studies have proved that abusive supervision leads to a variety of negative outcomes for employees. Among them, the mechanism of abusive supervision and employee turnover intention has attracted extensive attention. Although some studies have found that there is a significant positive relationship between abusive supervision and turnover intention of employees, the research on the influence mechanism of abusive supervision on turnover intention still needs to be improved.At present, there are relatively few researches on abusive supervision based on self-identity theory, and the mechanism of perceived supervisor ostracism as a mediating variable is also relatively few. Therefore, first of all, it is necessary to read domestic and foreign literature on abusive supervision, workplace ostracism and self-identity, and then sort out the mediating variables and moderating variables mentioned in the research, so as to put forward the research hypothesis and build a moderated mediation model. This study studies the mechanism between abusive supervision and employee's turnover intention from two aspects. On the one hand, it explores how abusive supervision promotes turnover intention through perceived supervisor ostracism; On the other hand, explain the moderating effect of employee self-identity, which is identification with leader.In this study, demographic variables and mature scales at home and abroad were used to compile questionnaires, including abusive supervision scale, workplace ostracism scale, turnover intention scale and identification with leader scale, through online questionnaire platform to generate and invite full-time staff to complete the questionnaire. The results of analysis on the data from 299 fulltime employees suggested that:(1) abusive supervision had a significant positive effect on employees' perceived supervisor ostracism;(2) perceived supervisor ostracism has a significant positive effect on turnover intention, and plays a mediating role between abusive supervision and turnover intention;(3) identification with leader positively moderates the relationship between abusive supervision and perceived supervisor ostracism, and the mediating role of identification with leader.The results show that abusive supervision can stimulate employees' perceived supervisor ostracism, and then promotes the turnover intention of employees. The higher the level of abusive supervision, the stronger the perceived supervisor ostracism, and the stronger the employee's turnover intention. In addition, identification with leader positively moderates the positive relationship between abusive supervision and perceived supervisor ostracism, and the mediating effect of perceived supervisor ostracism, specifically, with higher identification with leader, employees perceived more supervisor ostracism caused by abusive behaviors and then had stronger turnover intention. |
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