Employee intention to quit a job stem from supervisory factors, highlighting the importance of punitive supervision in the work domain and the need to explore it as an antecedent. The existing literature has found a positive connection between a punitive supervision style and negative organisational outcomes, such as a high turnover rate and reduced productivity. Thus, the aim of the study is to investigate the direct and indirect impact of punitive supervision on employee turnover intention. Moreover, this study also examined the mediating role of workplace mobbing between punitive supervision and turnover intention. It also explores the moderating role of family motivation between punitive supervision and workplace mobbing. The data was collected using self-report survey questionnaires by utilising time lagged cross sectional study design from teachers working in different public and private universities. The software used for analysis was Process Macro by Hayes on actual sample of 401 employees. The findings supported our contention and verifying that the level of the indirect impact of punitive supervision on turnover intention through workplace mobbing is dependent upon the influence of employee's family motivation. We also found that the positive impact of punitive supervision on turnover intention through workplace mobbing decrease as family motivation increase. The theoretical and practical implications along with the direction for future studies are also discussed.

员工离职意向源于监管因素，凸显了惩罚性监管在工作领域的重要性，需要作为前因进行探索。现有文献发现惩罚性监督风格与负面组织结果之间存在积极联系，例如高离职率和生产力降低。因此，本研究的目的是调查惩罚性监督对员工离职意愿的直接和间接影响。此外，本研究还考察了职场围攻在惩罚性监督和离职意愿之间的中介作用。它还探讨了家庭动机在惩罚性监督和工作场所围攻之间的调节作用。这些数据是通过利用在不同公立和私立大学工作的教师的时滞横断面研究设计，使用自我报告调查问卷收集的。用于分析的软件是 Hayes 对 401 名员工的实际样本的 Process Macro。研究结果支持了我们的论点，并验证了惩罚性监督通过职场围攻对离职意愿的间接影响程度取决于员工家庭动机的影响。我们还发现，惩罚性监督通过职场围攻对离职意愿的积极影响随着家庭动机的增加而降低。还讨论了理论和实践意义以及未来研究的方向。用于分析的软件是 Hayes 对 401 名员工的实际样本的 Process Macro。研究结果支持了我们的论点，并验证了惩罚性监督通过职场围攻对离职意愿的间接影响程度取决于员工家庭动机的影响。我们还发现，惩罚性监督通过职场围攻对离职意愿的积极影响随着家庭动机的增加而降低。还讨论了理论和实践意义以及未来研究的方向。用于分析的软件是 Hayes 对 401 名员工的实际样本的 Process Macro。研究结果支持了我们的论点，并验证了惩罚性监督通过职场围攻对离职意愿的间接影响程度取决于员工家庭动机的影响。我们还发现，惩罚性监督通过职场围攻对离职意愿的积极影响随着家庭动机的增加而降低。还讨论了理论和实践意义以及未来研究的方向。s 家庭动机。我们还发现，惩罚性监督通过职场围攻对离职意愿的积极影响随着家庭动机的增加而降低。还讨论了理论和实践意义以及未来研究的方向。s 家庭动机。我们还发现，惩罚性监督通过职场围攻对离职意愿的积极影响随着家庭动机的增加而降低。还讨论了理论和实践意义以及未来研究的方向。