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Abusive supervision and turnover intentions: The mediating role of perceived organisational support

机译：滥用监督和离职意图：组织支持的中介作用

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摘要

Abusive supervision has a significant impact on employee turnover intentions. An underexplored factor in this area is the influence of support: we test perceived organisational support as a mediator. The present study utilised data from three distinct populations within New Zealand: (1) ethnically diverse blue-collar workers, (2) Maori (the indigenous people of New Zealand) employees, and (3) Chinese employees working within New Zealand. Structural equation modelling from the combined sample of 432 respondents (in total) showed that the indirect-effects model fit the data best, where abusive supervision was positively related to turnover intentions and negatively towards perceived organisational support; while support was negatively related to turnover intentions. Our findings bear out the notion that organisational support mediates the influence of abusive supervision on turnover intentions, highlighting the effect of organisational influence within this area. By exploring these relationships on three distinct populations, this study improves the generalisability of the related theories.
机译：滥用监督对员工离职意图有重大影响。在这个领域中，一个尚待开发的因素是支持的影响：我们测试作为调解人的组织支持。本研究利用了来自新西兰三个不同人群的数据：（1）种族不同的蓝领工人；（2）毛利人（新西兰的原住民）雇员；以及（3）在新西兰工作的中国雇员。从总共432名受访者的组合样本中进行的结构方程建模表明，间接效应模型最适合数据，在这种情况下，滥用监管与离职意图成正相关，而对组织支持的感知则成负相关；而支持与离职意图负相关。我们的发现证实了组织支持可以调解滥用监督对离职意图的影响，突出了组织影响在这一领域的作用。通过在三个不同的人群上探讨这些关系，本研究提高了相关理论的普遍性。

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