The study investigates the moderating effect of individual human capital in the relationship between job satisfaction and turnover intention. In addition, the moderating effect of abusive supervision on moderation by individual human capital was considered.
This study used cross-sectional, self-reported data from 133 human resource specialists and their supervisors, who responded to a matching dyad survey.
The study found that human capital moderated the negative effects of job satisfaction on turnover intention. The results also verified the moderated moderating effect of abusive supervision on the interaction effect of human capital and job satisfaction on turnover intention. More specifically, the moderating effect of human capital on the relationship between job satisfaction and turnover intention was more pronounced when employees perceived high levels of abusive supervision.
The study developed a moderated moderation model to understand the risk of human capital and abusive supervision for an organization and provided a new perspective indicating that job satisfaction is a key determinant in retaining low-human capital employees but not high-human capital employees. Accordingly, companies may strategically choose to employ suitable employees, rather than star employees. In addition, talent management should focus beyond reward/compensation and prevent negative leadership behaviors.
