How Supervisor Abuse Effects on Subordinate Turnover Intentions in Pakistan : The Role Relational Ego Depletion, Destructive Voice, and Interpersonal Aggression in a Moderated Multiple Mediator Framework

Despite mounting evidence that abusive supervision triggers interpersonal aggression, much remains unknown regarding the underlying causal mechanisms within this relationship. We draw from ego depletion and leader-member exchange (i.e., LMX) theories to provide nuanced insight into why abusive supervision is indirectly associated with supervisor-directed destructive voice and Interpersonal Aggression. We further explored its onwards effect on Turnover Intention moderated by Perceived HR Climate. For this, we proposed a theoretical framework modifying the Mackey et. al. (2020) model to incorporate a commentary role of power distance culture in explaining Relational ego depletion (RED). We also added Supervisor-Rated Interpersonal Aggression (IA) outcome of Ego depletion apart of Supervisor-Directed Destructive Voice (DV). We further extend the model to include Turnover Intention (TI) as a consequence of IA and DV. We argue that Abusive Supervision (AS) leads to RED. This effect is amplified in the case of LMX and power distance culture. RED would instigate DV and IA in the employees, and this would increase TI moderated by Perceived HR Climate. Empirical validity was established by conducting a survey using a close-ended questionnaire. Data was collected from 300 employees of textile firms in Karachi, Pakistan, and analyzed using confirmatory factor analysis and structured equation modeling. The results have shown that abusive supervision has a positive effect on relational ego depletion; relational ego depletion in turn has a positive effect on supervisor-directed destructive voice and supervisor-rated interpersonal aggression. Supervisor-directed destructive voice and supervisor-rated interpersonal aggression have a positive effect on turnover intention. Hence the effect of Abusive supervision on TI is serially mediated by RED and DV, and IA in the second order. Moderation analysis suggested that higher LMX differentiation seems to augment the effect of abusive supervision on relational ego depletion. Moreover, the effect of Destructive Voice on TI is higher in presence of Perceived HR Support Climate. Moreover, managers are recommended to devise such strategies that would keep the environment of the workplace sustained for the positive development of the firm and the industry. Considering the exercises of other organizations managers should be able to properly understand and conceptualize the factors that collectively work in order to affect the turnover intention