Main Article Content
Abstract
Abusive behavior in organizations is widely acknowledged to increase employee turnover intention, but the exact nature of this relationship remains debated in academic circles. This study aims to validate a structural model integrating employee engagement and work engagement as mediators between abusive leadership and turnover intention, addressing a gap in the current literature. This study used Harry King Nomogram sampling techniques, and primary data was collected from 111 employees working in the digital company sector. Utilize surveys to collect data, and then use SmartPLS’s Confirmatory Factor Analysis and Structural Equation Modeling to evaluate research model hypotheses. The hypothesis test shows that abusive leadership negatively impacts employee engagement and work engagement, employee engagement negatively impacts turnover intention, and work engagement negatively impacts turnover intention. However, the positive impact of abusive leadership on turnover intention was not supported. The mediation analysis between abusive leadership and turnover intention, conducted through employee and work engagement, demonstrated a comprehensive mediation effect. Abusive leadership was not proven to positively affect turnover intention, which means that how abusive the leadership behavior is is not why employees increase internal turnover. However, turnover intention can be increased when employees are not involved personally or in work. Organizations must ensure that they always carry out work engagement and employee engagement as an alternative to retaining employees.
Keywords
Article Details
Copyright (c) 2025 Syamsul Hadi, Eni Sulistyawati, Kusuma Chandra Kirana, Cindy Alfianuri Imas Dianti, Eni Purnasari, Felix Onoriode Ashakah
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with this journal agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution-ShareAlike 4.0 International License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
References
- Afshan, G., Kashif, M., Sattayawaksakul, D., Cheewaprakobkit, P., & Wijenayake, S. (2022). Abusive supervision, supervisor undermining, and turnover intentions: mediation of quiescent silence and desire to seek revenge among Thai banking front liners. Management Research Review, 45(11), 1479–1502. https://doi.org/10.1108/MRR-03-2021-0240
- Alam, M. S., Williams-Whitt, K., Shin, D., & Ansari, M. (2024). Motivating supervisors during disability accommodation: a comprehensive examination on job demand and resources theories. International Journal of Manpower, 45(7), 1385–1408. https://doi.org/10.1108/IJM-10-2023-0620
- Alhajaj, W. E., & Ahmad, S. Z. (2023). The effectiveness of human resource management practices, work engagement and self-efficacy in minimizing talent turnover intention. International Journal of Productivity and Performance Management, 73(8), 2414–2440. https://doi.org/10.1108/IJPPM-02-2023-0090
- Ali, M., Niu, X., & Rubel, M. R. B. (2024). The influence of transformational and transactional leadership on employee retention: mediating role of employee engagement. Management Matters, 21(2), 164–190. https://doi.org/10.1108/MANM-03-2024-0022
- Andriani, R., Disman, D., Ahman, E., & Santoso, B. (2023). Empirical effects of work environment, job satisfaction and work engagement on turnover intention in hospitality industry. Jurnal Aplikasi Bisnis dan Manajemen, 9(1), 129. https://doi.org/10.17358/jabm.9.1.129
- Anjani, A. D., Kirana, K. C., & Hadi, S. (2023). Pengaruh kompensasi dan promosi jabatan terhadap turnover intention dengan kepuasan kerja sebagai variabel intervening. Jurnal Pendidikan Ekonomi (JURKAMI), 8(1), 194–203. https://doi.org/10.31932/jpe.v8i1.1685
- Arnold, M., & Rigotti, T. (2023). How’s the boss? integration of the health-oriented leadership concept into the job demands-resources theory. Journal of Managerial Psychology, 38(6), 419–433. https://doi.org/10.1108/JMP-01-2023-0030
- Bui, H. T. M., Pinto, J., Tran Vu, A. V. H., Mai, N. T., & Nguyen, T. Q. (2024). Moderators of the relationship between turnover intentions and performance. Journal of Trade Science, 12(2), 82–99. https://doi.org/10.1108/JTS-02-2024-0006
- Chen, Y., Ashkanasy, N. M., Liu, X., Wu, L., & Yang, A. (2023). When commuting becomes a pain: a daily diary study of the effect of commuting stressors on abusive supervision. Journal of Managerial Psychology, 38(8), 657–670. https://doi.org/10.1108/JMP-07-2022-0371
- Chowhan, J., & Pike, K. (2022). Workload, work–life interface, stress, job satisfaction and job performance: a job demand–resource model study during COVID-19. International Journal of Manpower, 44(4), 653–670. https://doi.org/10.1108/IJM-05-2022-0254
- Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499–512. https://doi.org/10.1037/0021-9010.86.3.499
- Duan, Z. (Daniel), Yao, C., & Qi, H. (2023). Extending the job demands-resources theory beyond the work domain: Narratives of Chinese senior executives. Journal of Managerial Psychology, 39(1), 67–82. https://doi.org/10.1108/JMP-02-2023-0116
- Hadi, S., Faridiana, A., Kirana, K. C., Lukitaningsih, A., Rahmawati, C. H. T., Purnasari, E., & Wahyuningtyas, N. (2024a). Political skill and transactional leadership on employee performance: the mediating effect of organizational work culture. Economic Studies (Ikonomicheski Izsledvania), 33(4), 112–129.
- Hadi, S., Fitriana, H., Kirana, K. C., Subekti, N. B., & Ogwu, I. J. (2023). The impact of temporal and transformational leadership on innovation performance: a mediation analysis of self-efficacy. Journal of Leadership in Organizations, 5(2). https://doi.org/10.22146/jlo.86213
- Hadi, S., Kirana, K. C., Setiawati, L., Lada, S. B., & Rahmawati, C. H. T. (2024b). The effect of digital leadership and organizational support on innovative work behavior: the mediating role of emotional intelligence. Quality-Access to Success, 25(199). https://doi.org/10.47750/QAS/25.199.09
- Hakan, A. (2022). Abusive supervision climate and turnover intention: is it my coworkers or my supervisor ostracizing me? Journal of Nursing Management, 30(6), 1462–1469. https://doi.org/10.1111/jonm.13398
- Hanifah et al. (2021). (PDF) The Effects of Verbal Abuse and Abusive Supervision Towards Turnover Intention Through Emotional Exhaustion: An Empirical Study of Garment Workers in Indonesia. Vol 558. https://doi.org/10.2991/assehr.k.210531.070
- Hanifah, S., Pramesti, M., & Wahyuni, S. (2021, May). The effects of verbal abuse and abusive supervision towards turnover intention through emotional exhaustion: an empirical study of garment workers in Indonesia. In Asia-Pacific Research in Social Sciences and Humanities Universitas Indonesia Conference (APRISH 2019) (pp. 554-562). Atlantis Press. https://doi.org/10.2991/assehr.k.210531.070
- Harwita, D. M. R. (2023). Abusive supervision: telaah literatur. Berajah Journal, 3(2), 305-314. https://doi.org/10.47353/bj.v3i2.230
- Hosseini, A., Alizadeh Sani, M., & Darvishi, Z. (2019). Effect of abusive supervision on the turnover intention: mediating role of voice behavior and self-efficacy. Organizational Behaviour Studies Quarterly, 7(4), 165–188. https://dor.isc.ac/dor/20.1001.1.23221518.1397.7.4.7.7
- Huang, D., & Zhou, H. (2023). Can a leader’s ethical leadership and abusive supervision be a gain? workplace emotions as mediators. Journal of Managerial Psychology, 38(8), 561–575. https://doi.org/10.1108/JMP-12-2022-0652
- Huh, E., & Lee, E.-S. (2021). Can abusive supervision create positive work engagement? the interactive moderating role of positive causal attribution and workplace friendship. Management Decision, 60(3), 531–549. https://doi.org/10.1108/MD-10-2020-1356
- Islam, M. S., Amin, M., Feranita, F., & Karatepe, O. M. (2023). High-involvement work practices, work engagement and their effects on bank employees’ turnover intentions: the moderating role of functional competence. International Journal of Bank Marketing, 41(6), 1360–1388. https://doi.org/10.1108/IJBM-04-2022-0157
- Jindain, C., & Gilitwala, B. (2024). The factors impacting the intermediating variable of employee engagement toward employee performance in a hybrid working model. Rajagiri Management Journal, 18(2), 167–179. https://doi.org/10.1108/RAMJ-08-2023-0237
- Junça Silva, A., & Caetano, A. (2024). How curiosity affects contextual performance: an emotional daily dynamics perspective. International Journal of Manpower, 45(10), 59–76. https://doi.org/10.1108/IJM-08-2023-0463
- Khairunisa, N. A., & Muafi, M. (2022). The effect of workplace well-being and workplace incivility on turnover intention with job embeddedness as a moderating variable. International Journal of Business Ecosystem & Strategy (2687-2293), 4(1), 11–23. https://doi.org/10.36096/ijbes.v4i1.303
- Khan, N. A., Bahadur, W., Ramzan, M., & Pravdina, N. (2024). Turning the tide: an impact of leader empowering behavior on employees’ work–family conflict, spillover and turnover intention in tourism. Leadership & Organization Development Journal, 45(2), 353–373. https://doi.org/10.1108/LODJ-02-2023-0099
- Kissi, E., Ikuabe, M. O., Aigbavboa, C. O., Smith, E. D., & Babon-Ayeng, P. (2023). Mediating role of work engagement in the relationship between supervisor support and turnover intention among construction workers. Engineering, Construction and Architectural Management, 31(13), 102–120. https://doi.org/10.1108/ECAM-06-2023-0556
- Laulié, L., Pavez, I., Echeverría, J. M., Cea, P., & Jiménez, G. B. (2021). How leader contingent reward behavior impacts employee work engagement and turnover intention: the moderating role of age. Academia Revista Latinoamericana de Administración, 34(4), 510–529. https://doi.org/10.1108/ARLA-12-2019-0241
- Lyu, D., Ji, L., Zheng, Q., Yu, B., & Fan, Y. (2019). Abusive supervision and turnover intention: mediating effects of psychological empowerment of nurses. International Journal of Nursing Sciences, 6(2), 198-203. https://doi.org/10.1016/j.ijnss.2018.12.005
- Mahmood, A., Seth, M., Srivastava, S., Jain, A. K., & Laaser, K. (2024). A study on abusive supervision – turnover intention relationship: a mediated moderated model of voice behavior and workplace friendship. Leadership & Organization Development Journal, 45(8), 1315–1334. https://doi.org/10.1108/LODJ-10-2023-0596
- Mellner, C., Osika, W., & Niemi, M. (2022). Mindfulness practice improves managers’ job demands-resources, psychological detachment, work-nonwork boundary control, and work-life balance – a randomized controlled trial. International Journal of Workplace Health Management, 15(4), 493–514. https://doi.org/10.1108/IJWHM-07-2021-0146
- Momin, M. M., & Rolla, K. P. (2024). Juggling life and work: unravelling the moderated-mediation effect of work engagement and turnover intention. Industrial and Commercial Training, 56(4), 359–376. https://doi.org/10.1108/ICT-07-2023-0045
- Naidoo, V., Abarantyne, I., & Rugimbana, R. (2019). The impact of psychological contracts on employee engagement at a university of technology. SA Journal of Human Resource Management, 17(1), 1-11. https://doi.org/10.4102/sajhrm.v17i0.1039
- Oh, H., Jeong, M., Shin, H. H., & Schweyer, A. (2022). Nonlinear effects of employee engagement and satisfaction on turnover intention. International Journal of Contemporary Hospitality Management, 35(7), 2410–2436. https://doi.org/10.1108/IJCHM-05-2022-0661
- Oliveira, L. B., & Najnudel, P. S. (2022). The influence of abusive supervision on employee engagement, stress and turnover intention. Revista de Gestão, 30(1), 78–91. https://doi.org/10.1108/REGE-02-2021-0025
- Osei, H. V., Ofori, H., Otsen, E., Adjei, T., & Odoom, L. (2022). The effects of leaders’ abusive supervision on employees’ work engagement: a moderated-mediation model of employees’ silence and employees’ proactive personalities. Leadership in Health Services, 35(4), 519–536. https://doi.org/10.1108/LHS-03-2022-0021
- Otoo, F. N. K. (2024a). Does employee engagement mediate the nexus of job resource and employee turnover intentions? IIMT Journal of Management, 1(2), 130–170. https://doi.org/10.1108/IIMTJM-10-2023-0032
- Otoo, F. N. K. (2024b). The mediating role of employee performance in the relationship between human resource management (HRM) practices and police service effectiveness. IIM Ranchi Journal of Management Studies, 3(2), 108–141. https://doi.org/10.1108/IRJMS-08-2023-0070
- Owen, J. J., & Meilani, Y. F. C. P. (2022). The effect of work-family conflict, work engagement and workload on turnover intention on nurses of XYZ Hospital, Bogor District. Budapest International Research and Critics Institute-Journal (BIRCI-Journal), 5(2), 9021-9033. https://doi.org/10.33258/birci.v5i2.4689
- Pradhan, S., Srivastava, A., & Jena, L. K. (2020). Abusive supervision and intention to quit: exploring multi-mediational approaches. Personnel Review, 49(6), 1269–1286. https://doi.org/10.1108/PR-12-2018-0496
- Rafique, M., Jaafar, M., Zafar, A., & Ahmed, S. (2023). Time pressure, emotional exhaustion and project manager abusive supervision in the construction industry: the role of psychological resilience. International Journal of Organization Theory & Behavior, 26(1/2), 132–151. https://doi.org/10.1108/IJOTB-02-2022-0034
- Rahman, M. M. (2023). The interplay of abusive supervision and coworker incivility on the turnover intention of frontliners: a mediation effect of work stress. Asia-Pacific Journal of Business Administration, 16(4), 876–897. https://doi.org/10.1108/APJBA-11-2022-0500
- Rai, A., & Chawla, G. (2021). Exploring the interrelationship among job resources, job demands, work and organizational engagement. International Journal of Productivity and Performance Management, 71(5), 1916–1934. https://doi.org/10.1108/IJPPM-05-2020-0246
- Ribeiro, N., Gomes, D., Oliveira, A. R., & Semedo, A. S. D. (2021). The impact of the work-family conflict on employee engagement, performance, and turnover intention. International Journal of Organizational Analysis, 31(2), 533–549. https://doi.org/10.1108/IJOA-02-2021-2646
- Saad, M. M., Gaber, H. R., & Labib, A. A. (2021). Investigating the impact of human resource management practices on employee engagement, and the moderating role of strategy implementation in Egypt. SA Journal of Human Resource Management, 19(0), Article 0. https://doi.org/10.4102/sajhrm.v19i0.1412
- Savitri, C. A., Anggraeni, N. L. P. N., & Santosa, D. F. (2023). Analisis faktor employee engagement terhadap kinerja karyawan di PT Sinkona Indonesia Lestari. Jurnal Manajemen dan Organisasi, 14(2), 110-124. https://doi.org/10.29244/jmo.v14i2.44680
- Thi, T. B., & Mai, Q. L. (2023). Work social support on hospitality employees’ career optimism and turnover intention. Tourism Review, 79(1), 119–132. https://doi.org/10.1108/TR-12-2022-0654
- Upadhyay, S., & Singh, P. (2023). Linking leader humility, reverse mentoring and subordinate turnover intentions: empirical evidence from the Indian information technology industry. International Journal of Organizational Analysis, 32(8), 1483–1500. https://doi.org/10.1108/IJOA-05-2023-3777
- Wang, C.-C., Hsieh, H.-H., & Wang, Y.-D. (2020). Abusive supervision and employee engagement and satisfaction: the mediating role of employee silence. Personnel Review, 49(9), 1845–1858. https://doi.org/10.1108/PR-04-2019-0147
- Wang, F.-J., Chiu, W., & Cho, H. (2024). The impact of perceived corporate social responsibility on employees’ turnover intention in professional team sports: a conditional mediation model. International Journal of Sports Marketing and Sponsorship, 25(5), 973–999. https://doi.org/10.1108/IJSMS-10-2023-0204
- Yasmeen, A., Khan, M. M., & Ahmed, S. S. (2023). A hurting embrace does not last long: toxicity of abusive supervision erodes leader and organizational identification to cause turnover intention. Journal of Health Organization and Management, 38(1), 92–111. https://doi.org/10.1108/JHOM-03-2023-0082
- Yucel, I., Şirin, M. S., & Baş, M. (2021). The mediating effect of work engagement on the relationship between work–family conflict and turnover intention and moderated mediating role of supervisor support during global pandemic. International Journal of Productivity and Performance Management, 72(3), 577–598. https://doi.org/10.1108/IJPPM-07-2020-0361
- Zia, M. Q., Ramish, M. S., Mushtaq, I., Fasih, S. T., & Naveed, M. (2024). Abusive, arrogant and exploitative? Linking despotic leadership and adaptive performance: the role of Islamic work ethics. Leadership & Organization Development Journal, 45(7), 1258–1280. https://doi.org/10.1108/LODJ-11-2023-0635
References
Afshan, G., Kashif, M., Sattayawaksakul, D., Cheewaprakobkit, P., & Wijenayake, S. (2022). Abusive supervision, supervisor undermining, and turnover intentions: mediation of quiescent silence and desire to seek revenge among Thai banking front liners. Management Research Review, 45(11), 1479–1502. https://doi.org/10.1108/MRR-03-2021-0240
Alam, M. S., Williams-Whitt, K., Shin, D., & Ansari, M. (2024). Motivating supervisors during disability accommodation: a comprehensive examination on job demand and resources theories. International Journal of Manpower, 45(7), 1385–1408. https://doi.org/10.1108/IJM-10-2023-0620
Alhajaj, W. E., & Ahmad, S. Z. (2023). The effectiveness of human resource management practices, work engagement and self-efficacy in minimizing talent turnover intention. International Journal of Productivity and Performance Management, 73(8), 2414–2440. https://doi.org/10.1108/IJPPM-02-2023-0090
Ali, M., Niu, X., & Rubel, M. R. B. (2024). The influence of transformational and transactional leadership on employee retention: mediating role of employee engagement. Management Matters, 21(2), 164–190. https://doi.org/10.1108/MANM-03-2024-0022
Andriani, R., Disman, D., Ahman, E., & Santoso, B. (2023). Empirical effects of work environment, job satisfaction and work engagement on turnover intention in hospitality industry. Jurnal Aplikasi Bisnis dan Manajemen, 9(1), 129. https://doi.org/10.17358/jabm.9.1.129
Anjani, A. D., Kirana, K. C., & Hadi, S. (2023). Pengaruh kompensasi dan promosi jabatan terhadap turnover intention dengan kepuasan kerja sebagai variabel intervening. Jurnal Pendidikan Ekonomi (JURKAMI), 8(1), 194–203. https://doi.org/10.31932/jpe.v8i1.1685
Arnold, M., & Rigotti, T. (2023). How’s the boss? integration of the health-oriented leadership concept into the job demands-resources theory. Journal of Managerial Psychology, 38(6), 419–433. https://doi.org/10.1108/JMP-01-2023-0030
Bui, H. T. M., Pinto, J., Tran Vu, A. V. H., Mai, N. T., & Nguyen, T. Q. (2024). Moderators of the relationship between turnover intentions and performance. Journal of Trade Science, 12(2), 82–99. https://doi.org/10.1108/JTS-02-2024-0006
Chen, Y., Ashkanasy, N. M., Liu, X., Wu, L., & Yang, A. (2023). When commuting becomes a pain: a daily diary study of the effect of commuting stressors on abusive supervision. Journal of Managerial Psychology, 38(8), 657–670. https://doi.org/10.1108/JMP-07-2022-0371
Chowhan, J., & Pike, K. (2022). Workload, work–life interface, stress, job satisfaction and job performance: a job demand–resource model study during COVID-19. International Journal of Manpower, 44(4), 653–670. https://doi.org/10.1108/IJM-05-2022-0254
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499–512. https://doi.org/10.1037/0021-9010.86.3.499
Duan, Z. (Daniel), Yao, C., & Qi, H. (2023). Extending the job demands-resources theory beyond the work domain: Narratives of Chinese senior executives. Journal of Managerial Psychology, 39(1), 67–82. https://doi.org/10.1108/JMP-02-2023-0116
Hadi, S., Faridiana, A., Kirana, K. C., Lukitaningsih, A., Rahmawati, C. H. T., Purnasari, E., & Wahyuningtyas, N. (2024a). Political skill and transactional leadership on employee performance: the mediating effect of organizational work culture. Economic Studies (Ikonomicheski Izsledvania), 33(4), 112–129.
Hadi, S., Fitriana, H., Kirana, K. C., Subekti, N. B., & Ogwu, I. J. (2023). The impact of temporal and transformational leadership on innovation performance: a mediation analysis of self-efficacy. Journal of Leadership in Organizations, 5(2). https://doi.org/10.22146/jlo.86213
Hadi, S., Kirana, K. C., Setiawati, L., Lada, S. B., & Rahmawati, C. H. T. (2024b). The effect of digital leadership and organizational support on innovative work behavior: the mediating role of emotional intelligence. Quality-Access to Success, 25(199). https://doi.org/10.47750/QAS/25.199.09
Hakan, A. (2022). Abusive supervision climate and turnover intention: is it my coworkers or my supervisor ostracizing me? Journal of Nursing Management, 30(6), 1462–1469. https://doi.org/10.1111/jonm.13398
Hanifah et al. (2021). (PDF) The Effects of Verbal Abuse and Abusive Supervision Towards Turnover Intention Through Emotional Exhaustion: An Empirical Study of Garment Workers in Indonesia. Vol 558. https://doi.org/10.2991/assehr.k.210531.070
Hanifah, S., Pramesti, M., & Wahyuni, S. (2021, May). The effects of verbal abuse and abusive supervision towards turnover intention through emotional exhaustion: an empirical study of garment workers in Indonesia. In Asia-Pacific Research in Social Sciences and Humanities Universitas Indonesia Conference (APRISH 2019) (pp. 554-562). Atlantis Press. https://doi.org/10.2991/assehr.k.210531.070
Harwita, D. M. R. (2023). Abusive supervision: telaah literatur. Berajah Journal, 3(2), 305-314. https://doi.org/10.47353/bj.v3i2.230
Hosseini, A., Alizadeh Sani, M., & Darvishi, Z. (2019). Effect of abusive supervision on the turnover intention: mediating role of voice behavior and self-efficacy. Organizational Behaviour Studies Quarterly, 7(4), 165–188. https://dor.isc.ac/dor/20.1001.1.23221518.1397.7.4.7.7
Huang, D., & Zhou, H. (2023). Can a leader’s ethical leadership and abusive supervision be a gain? workplace emotions as mediators. Journal of Managerial Psychology, 38(8), 561–575. https://doi.org/10.1108/JMP-12-2022-0652
Huh, E., & Lee, E.-S. (2021). Can abusive supervision create positive work engagement? the interactive moderating role of positive causal attribution and workplace friendship. Management Decision, 60(3), 531–549. https://doi.org/10.1108/MD-10-2020-1356
Islam, M. S., Amin, M., Feranita, F., & Karatepe, O. M. (2023). High-involvement work practices, work engagement and their effects on bank employees’ turnover intentions: the moderating role of functional competence. International Journal of Bank Marketing, 41(6), 1360–1388. https://doi.org/10.1108/IJBM-04-2022-0157
Jindain, C., & Gilitwala, B. (2024). The factors impacting the intermediating variable of employee engagement toward employee performance in a hybrid working model. Rajagiri Management Journal, 18(2), 167–179. https://doi.org/10.1108/RAMJ-08-2023-0237
Junça Silva, A., & Caetano, A. (2024). How curiosity affects contextual performance: an emotional daily dynamics perspective. International Journal of Manpower, 45(10), 59–76. https://doi.org/10.1108/IJM-08-2023-0463
Khairunisa, N. A., & Muafi, M. (2022). The effect of workplace well-being and workplace incivility on turnover intention with job embeddedness as a moderating variable. International Journal of Business Ecosystem & Strategy (2687-2293), 4(1), 11–23. https://doi.org/10.36096/ijbes.v4i1.303
Khan, N. A., Bahadur, W., Ramzan, M., & Pravdina, N. (2024). Turning the tide: an impact of leader empowering behavior on employees’ work–family conflict, spillover and turnover intention in tourism. Leadership & Organization Development Journal, 45(2), 353–373. https://doi.org/10.1108/LODJ-02-2023-0099
Kissi, E., Ikuabe, M. O., Aigbavboa, C. O., Smith, E. D., & Babon-Ayeng, P. (2023). Mediating role of work engagement in the relationship between supervisor support and turnover intention among construction workers. Engineering, Construction and Architectural Management, 31(13), 102–120. https://doi.org/10.1108/ECAM-06-2023-0556
Laulié, L., Pavez, I., Echeverría, J. M., Cea, P., & Jiménez, G. B. (2021). How leader contingent reward behavior impacts employee work engagement and turnover intention: the moderating role of age. Academia Revista Latinoamericana de Administración, 34(4), 510–529. https://doi.org/10.1108/ARLA-12-2019-0241
Lyu, D., Ji, L., Zheng, Q., Yu, B., & Fan, Y. (2019). Abusive supervision and turnover intention: mediating effects of psychological empowerment of nurses. International Journal of Nursing Sciences, 6(2), 198-203. https://doi.org/10.1016/j.ijnss.2018.12.005
Mahmood, A., Seth, M., Srivastava, S., Jain, A. K., & Laaser, K. (2024). A study on abusive supervision – turnover intention relationship: a mediated moderated model of voice behavior and workplace friendship. Leadership & Organization Development Journal, 45(8), 1315–1334. https://doi.org/10.1108/LODJ-10-2023-0596
Mellner, C., Osika, W., & Niemi, M. (2022). Mindfulness practice improves managers’ job demands-resources, psychological detachment, work-nonwork boundary control, and work-life balance – a randomized controlled trial. International Journal of Workplace Health Management, 15(4), 493–514. https://doi.org/10.1108/IJWHM-07-2021-0146
Momin, M. M., & Rolla, K. P. (2024). Juggling life and work: unravelling the moderated-mediation effect of work engagement and turnover intention. Industrial and Commercial Training, 56(4), 359–376. https://doi.org/10.1108/ICT-07-2023-0045
Naidoo, V., Abarantyne, I., & Rugimbana, R. (2019). The impact of psychological contracts on employee engagement at a university of technology. SA Journal of Human Resource Management, 17(1), 1-11. https://doi.org/10.4102/sajhrm.v17i0.1039
Oh, H., Jeong, M., Shin, H. H., & Schweyer, A. (2022). Nonlinear effects of employee engagement and satisfaction on turnover intention. International Journal of Contemporary Hospitality Management, 35(7), 2410–2436. https://doi.org/10.1108/IJCHM-05-2022-0661
Oliveira, L. B., & Najnudel, P. S. (2022). The influence of abusive supervision on employee engagement, stress and turnover intention. Revista de Gestão, 30(1), 78–91. https://doi.org/10.1108/REGE-02-2021-0025
Osei, H. V., Ofori, H., Otsen, E., Adjei, T., & Odoom, L. (2022). The effects of leaders’ abusive supervision on employees’ work engagement: a moderated-mediation model of employees’ silence and employees’ proactive personalities. Leadership in Health Services, 35(4), 519–536. https://doi.org/10.1108/LHS-03-2022-0021
Otoo, F. N. K. (2024a). Does employee engagement mediate the nexus of job resource and employee turnover intentions? IIMT Journal of Management, 1(2), 130–170. https://doi.org/10.1108/IIMTJM-10-2023-0032
Otoo, F. N. K. (2024b). The mediating role of employee performance in the relationship between human resource management (HRM) practices and police service effectiveness. IIM Ranchi Journal of Management Studies, 3(2), 108–141. https://doi.org/10.1108/IRJMS-08-2023-0070
Owen, J. J., & Meilani, Y. F. C. P. (2022). The effect of work-family conflict, work engagement and workload on turnover intention on nurses of XYZ Hospital, Bogor District. Budapest International Research and Critics Institute-Journal (BIRCI-Journal), 5(2), 9021-9033. https://doi.org/10.33258/birci.v5i2.4689
Pradhan, S., Srivastava, A., & Jena, L. K. (2020). Abusive supervision and intention to quit: exploring multi-mediational approaches. Personnel Review, 49(6), 1269–1286. https://doi.org/10.1108/PR-12-2018-0496
Rafique, M., Jaafar, M., Zafar, A., & Ahmed, S. (2023). Time pressure, emotional exhaustion and project manager abusive supervision in the construction industry: the role of psychological resilience. International Journal of Organization Theory & Behavior, 26(1/2), 132–151. https://doi.org/10.1108/IJOTB-02-2022-0034
Rahman, M. M. (2023). The interplay of abusive supervision and coworker incivility on the turnover intention of frontliners: a mediation effect of work stress. Asia-Pacific Journal of Business Administration, 16(4), 876–897. https://doi.org/10.1108/APJBA-11-2022-0500
Rai, A., & Chawla, G. (2021). Exploring the interrelationship among job resources, job demands, work and organizational engagement. International Journal of Productivity and Performance Management, 71(5), 1916–1934. https://doi.org/10.1108/IJPPM-05-2020-0246
Ribeiro, N., Gomes, D., Oliveira, A. R., & Semedo, A. S. D. (2021). The impact of the work-family conflict on employee engagement, performance, and turnover intention. International Journal of Organizational Analysis, 31(2), 533–549. https://doi.org/10.1108/IJOA-02-2021-2646
Saad, M. M., Gaber, H. R., & Labib, A. A. (2021). Investigating the impact of human resource management practices on employee engagement, and the moderating role of strategy implementation in Egypt. SA Journal of Human Resource Management, 19(0), Article 0. https://doi.org/10.4102/sajhrm.v19i0.1412
Savitri, C. A., Anggraeni, N. L. P. N., & Santosa, D. F. (2023). Analisis faktor employee engagement terhadap kinerja karyawan di PT Sinkona Indonesia Lestari. Jurnal Manajemen dan Organisasi, 14(2), 110-124. https://doi.org/10.29244/jmo.v14i2.44680
Thi, T. B., & Mai, Q. L. (2023). Work social support on hospitality employees’ career optimism and turnover intention. Tourism Review, 79(1), 119–132. https://doi.org/10.1108/TR-12-2022-0654
Upadhyay, S., & Singh, P. (2023). Linking leader humility, reverse mentoring and subordinate turnover intentions: empirical evidence from the Indian information technology industry. International Journal of Organizational Analysis, 32(8), 1483–1500. https://doi.org/10.1108/IJOA-05-2023-3777
Wang, C.-C., Hsieh, H.-H., & Wang, Y.-D. (2020). Abusive supervision and employee engagement and satisfaction: the mediating role of employee silence. Personnel Review, 49(9), 1845–1858. https://doi.org/10.1108/PR-04-2019-0147
Wang, F.-J., Chiu, W., & Cho, H. (2024). The impact of perceived corporate social responsibility on employees’ turnover intention in professional team sports: a conditional mediation model. International Journal of Sports Marketing and Sponsorship, 25(5), 973–999. https://doi.org/10.1108/IJSMS-10-2023-0204
Yasmeen, A., Khan, M. M., & Ahmed, S. S. (2023). A hurting embrace does not last long: toxicity of abusive supervision erodes leader and organizational identification to cause turnover intention. Journal of Health Organization and Management, 38(1), 92–111. https://doi.org/10.1108/JHOM-03-2023-0082
Yucel, I., Şirin, M. S., & Baş, M. (2021). The mediating effect of work engagement on the relationship between work–family conflict and turnover intention and moderated mediating role of supervisor support during global pandemic. International Journal of Productivity and Performance Management, 72(3), 577–598. https://doi.org/10.1108/IJPPM-07-2020-0361
Zia, M. Q., Ramish, M. S., Mushtaq, I., Fasih, S. T., & Naveed, M. (2024). Abusive, arrogant and exploitative? Linking despotic leadership and adaptive performance: the role of Islamic work ethics. Leadership & Organization Development Journal, 45(7), 1258–1280. https://doi.org/10.1108/LODJ-11-2023-0635