We investigated the turnover intentions of employees who perceive that they are being treated with more or less abusive supervision than their coworkers. We call this incongruent abusive supervision. Our findings support our theory that employees associate incongruent abusive supervision with the anticipation of social exclusion from their coworkers. Furthermore, this appraisal of social exclusion threat is associated with feelings of shame, which, in turn, increase turnover intentions. Two experimental vignettes provide support for our theoretical model. These findings demonstrate the effect that incongruent abusive supervision has on employees’ reactions to abusive supervision and introduces shame as an emotional mechanism important for understanding employee responses to supervisor abuse both when they are singled out for abuse and when they are spared abuse while their coworkers are not.

我们调查了员工的离职意图，这些员工认为与他们的同事相比，他们受到或多或少的虐待监督。我们称这种不协调的虐待性监督。我们的发现支持了我们的理论，即员工将不适当的虐待监督与对同事的社会排斥预期联系在一起。此外，这种对社会排斥威胁的评估与羞耻感相关联，这反过来又增加了离职意图。两个实验性小插曲为我们的理论模型提供了支持。