With the high global economic development and intensified market competition, leadership behaviors such as PUA in the workplace are becoming more and more serious in terms of physical and psychological harm to employees, and one of the most important manifestations of this is abusive management. This study introduces the concepts of abusive management, tendency to leave, and job insecurity, and extracts the principal component data related to each variable of abusive leadership through the principal component regression model to analyze the regression estimation. Regression estimation is used to test the research hypotheses regarding abusive management, turnover intention, and job insecurity. A theoretical model with a moderated mediation effect is then developed to examine how abusive management affects employees’ intentions to leave. The theoretical model developed tests the mediation effect. The parameter’s value in Model 1 is β=−0.415, P<0.001, indicating a substantial negative correlation between job insecurity and abusive management. However, when job insecurity is incorporated into the equation in Model 3, the parameter’s value becomes β=0.402, P<0.01, as opposed to the value in Model 2, which seems to be lower. Thus, employment uncertainty acts as a mediating mechanism by partially mediating.
