Abstract

The relationship between abusive supervision and newcomers’ turnover intention was explored from the perspective of perceived workplace ostracism. Findings from three-wave data (n = 300) showed that (1) abusive supervision was positively associated with newcomers’ perceived coworker ostracism, perceived supervisor ostracism, and turnover intention; (2) rather than perceived coworker ostracism, perceived supervisor ostracism was positively associated with newcomers’ turnover intention; and (3) the relationship between abusive supervision and newcomers’ turnover intention was mediated by perceived supervisor ostracism but not by perceived coworker ostracism. Thus, the hypotheses were partially confirmed. Results underscore the importance of perceived supervisor ostracism in accounting for the relationship between abusive supervision and newcomers’ turnover intention. Implications and directions for future research are also discussed.

摘要

从感知工作场所排斥的角度探讨了滥用监督与新员工离职意愿之间的关系。三波数据的发现 ( n = 300) 表明 (1) 滥用监督与新员工感知同事排斥、感知上司排斥和离职意向呈正相关；(2) 与感知同事排斥相比，感知上司排斥与新员工离职意愿呈正相关；(3) 辱骂性监督与新员工离职意向之间的关系由感知上司排斥而不是感知同事排斥介导。因此，假设得到部分证实。结果强调了感知上司排斥在解释滥用监督与新员工离职意向之间的关系方面的重要性。还讨论了对未来研究的影响和方向。