Abstract:

Purpose - Abusive management negatively affects the attitudes and behaviors of employees. The aim of the study is to examine the effect of abusive management on work-family conflict, perceived employee performance and intention to leave. In addition, it is to investigate the moderating effect of work-family conflict and gender on the relationship between abusive management performance and intention to leave. Method - The data were obtained from 296 employees working in a public institution in January-February 2019 by survey method. Correlation and regression analyzes were performed with the SPSS 25 program, and the relationships between the variables and the effects of the variables on each other were examined. In the abuse management, performance and intention to leave the job, work family conflict and the regulatory role of gender have also been investigated. The results - The results of the analysis have found that abuse management has reduced the perceived performance, increased the intention of leaving work and the work-family conflict, the work-family conflict and the gender have a regulatory effect in the relationship between the abuse management and the performance and the intention of leaving work. Discussions - Studies on the international scale show that the abuse management increases the intention of employees to leave the job, increases the work-family conflict and decreases their work performance. The findings of this research are qualified to support the results of other research. In addition, it is seen that both work-family conflict has a moderator effect on the effect of abusive management on job performance, and gender has a moderating effect on the effect of abusive management on turnover and job performance.

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