The relationship between abusive supervision and job satisfaction and turnover intentions: the moderating role of employee depression

Abstract

Purpose

Using the lenses of social exchange and reactance theories, this study examines the relationships between abusive supervision and both turnover intentions and job satisfaction. The moderating role of employee depression in the relationship between abusive supervision and these specific work outcomes is also investigated, by incorporating the conservation of resources theory.

Design/methodology/approach

Quantitative data were collected from a sample of 221 frontline retail employees, across shopping malls in the Caribbean nation of Trinidad. A 3-step multiple hierarchical regression analysis was performed to test the relationships.

Findings

The findings provided support for the propositions that abusive supervision predicts job satisfaction and turnover intentions, respectively. Employee depression moderated the relationship between abusive supervision and job satisfaction but did not moderate the relationship between abusive supervision and turnover intentions.

Originality/value

While existing research has explored the relationships between abusive supervision, job satisfaction and turnover intentions, limited studies have investigated the moderating role of employee depression. This study contributes to understanding this pervasive workplace issue by investigating a relatively unexplored moderating effect.

Citation

Singh, R., Deonarine, V., Balwant, P. and Ramdeo, S. (2024), "The relationship between abusive supervision and job satisfaction and turnover intentions: the moderating role of employee depression", Evidence-based HRM, Vol. 12 No. 4, pp. 1020-1039. https://doi.org/10.1108/EBHRM-08-2022-0213