Based on the unfolding theory of voluntary turnover, the purpose of this paper is to investigate the linkage between abusive supervision (a shock) and subordinate’s intention to quit (withdrawal cognition). The study also explores the multi-mediation routes by testing the abusive supervision-intention to quit relationship via psychological contract breach and via burnout.,To test the proposed hypotheses, the study draws cross-sectional data from Indian employees working in various MNCs in the country. Data were collected using an electronic data collection method. The online form link was send to 600 employees, out of which 246 valid and complete responses were received (n=246). Partial least square (PLS–SEM) was used for the analysis.,Results showed that abusive supervision is positively related to intention to quit. Similarly, psychological contract breach and burnout partially mediates the abusive supervision-intention to quit linkage.,First, the current study has conceptualized and tested abusive supervision as a shock that triggers various adverse cognitions including withdrawal cognition (intention to quit). Second, the study also empirically investigated multi-mediational routes via psychological contract breach and burnout that explained the indirect effect between abusive supervision and intention to quit.

中文翻译：

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滥用监管和退出意愿：探索多媒体方法

基于自愿离职的展开理论，本文的目的是研究虐待性监督（震惊）与下属的退出意愿（撤回认知）之间的联系。该研究还通过测试虐待性的监督意图通过心理契约违背和倦怠来退出关系，探索了多种中介途径。为了检验所提出的假设，该研究从印度跨国公司工作的印度雇员中提取截面数据。国家。使用电子数据收集方法收集数据。在线表格链接已发送给600名员工，其中收到246份有效和完整的答复（n = 246）。偏最小二乘（PLS–SEM）分析结果表明，滥用监督与退出意愿成正相关。同样，心理契约的破坏和倦怠在一定程度上介导了滥用监督与退出的意图。首先，本研究对滥用监督进行了概念化和测试，将其作为一种冲击，引发了各种不良认知，包括撤回认知（退出意愿）。其次，该研究还通过心理契约违约和倦怠来对中介途径进行实证研究，这解释了滥用监管与退出意愿之间的间接影响。