Supervisor–Subordinate Relationship Conflict Asymmetry and Subordinate Turnover Intentions: The Mediating Roles of Stress and Counterproductive Work Behaviors

Abstract

Research on employee turnover suggests that divergent perceptions of relationship conflict between supervisors and subordinates may motivate voluntary turnover. However, despite evidence of asymmetric perceptions of conflict within groups, little research has examined the effects of conflict asymmetry between supervisors and subordinates on behavioral outcomes. Drawing on a sample of 178 supervisor-subordinate dyads, we test whether subordinate turnover intentions are associated with the relationship conflict asymmetry. We further examine subordinate stress and counterproductive work behaviors directed towards supervisors as mediators of this relationship. Implications for practice and future research are elaborated.