Abusive supervision and turnover intention among public servants: the roles of psychological distress and person-organization fit
研究了辱虐管理如何通过心理困扰影响美国公职人员的离职意向，发现个人-组织匹配度高的员工受辱虐管理负面影响更大。
This study integrates social cognitive and cognitive dissonance theories to examine the influence of abusive supervision on public servants. By employing Hayes’ Process macro and investigating a cohort of 468 US public servants, we found that abusive supervision is positively related to turnover intention via psychological distress. Notably, the adverse impact of abusive supervision is more pronounced among subordinates with a strong person-organization fit. Given the prevailing retention challenges in the public sector, our research offers novel insights into retaining well-matched personnel through the cultivation of positive workplace social connections.