||As the saying goes, “A wise bird chooses the tree it will nest on and a wise vassal the lord he will serve.”, supervisory problems are usually the unspoken secrets that induced employee turnover. |
This study tries to define abusive supervision as an independent variable with employee’s and supervisor’s work value congruence subordinated, attempts to examine the influence of these two factors to employee turnover intention.
Besides, as social changes, and rise of Positive Psychology in the recent decade, there’s a paradigm shift of capital management in businesses. The importance of capital management has been transformed from traditional economic capital to intellectual capital, social capital, to psychological capital.
The purpose of this study is therefore, using positive psychological capital as a moderator variable, trying to find out if positive psychological capital plays a moderative role between abusive supervision and employee turnover intention.
The results of the survey revealed these findings:
1.The work value congruence between employees and supervisors had significant negative correlation on employees' turnover intention; that is, higher congruence of work value between employees and supervisors brings lower turnover tendency.
2.Amongst all the sub-dimension of work value , only work value difference of ‘personal abilities‘ has low positive correlation on employees' turnover intention.
3.The result of significant positive correlation of abusive supervisions on employees' turnover intention reveals that the more abusive supervision perceived by the employee, the more turnover intention will be induced.
4.Positive psychological capital, under certain circumstances, plays a moderative role between abusive supervision and employee turnover intention. And confidence or self-efficacy, hope, optimism sub dimensions plays a relative role; resilience sub dimension didn’t significantly moderate.