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Employee intention to quit a job stem from supervisory factors, highlighting the importance of punitive supervision in the work domain and the need to explore it as an antecedent. The existing literature has found a positive connection between a punitive supervision style and negative organisational outcomes, such as a high turnover rate and reduced productivity. Thus, the aim of the study is to investigate the direct and indirect impact of punitive supervision on employee turnover intention. Moreover, this study also examined the mediating role of workplace mobbing between punitive supervision and turnover intention. It also explores the moderating role of family motivation between punitive supervision and workplace mobbing. The data was collected using self-report survey questionnaires by utilising time lagged cross sectional study design from teachers working in different public and private universities. The software used for analysis was Process Macro by Hayes on actual sample of 401 employees. The findings supported our contention and verifying that the level of the indirect impact of punitive supervision on turnover intention through workplace mobbing is dependent upon the influence of employee's family motivation. We also found that the positive impact of punitive supervision on turnover intention through workplace mobbing decrease as family motivation increase. The theoretical and practical implications along with the direction for future studies are also discussed.

So hard to say goodbye: impact of punitive supervision on turnover intention