Abstract

This article proposes a conceptual model that explores the effect of abusive supervision on subordinates’ intention to quit the organization. We refer to several justice theories like social exchange theory and met expectations theory to strengthen our assertion that subordinates’ intention to quit the organization is high when they perceive their supervisor’s behaviour to be abusive. This article also strives to identify factors which might act as neutralizer in mitigating the pernicious effect of abusive supervision on subordinates’ decision to quit. These factors are positive affect, perceived co-worker support, emotional intelligence and meaningful work which might act as buffer in reducing the deleterious effect of abusive supervision on subordinates, thereby minimizing their intention to quit the organization. We offer several research propositions which can be empirically tested, and conclude with implications of the study, limitations of the proposed model and research directions for future investigations.