This article aims to examine the impact of abusive supervision (AS) on job insecurity (JI) and turnover intention (TI), as well as to explore the mediating role of JI in the relationship between AS and TI. It also examines the moderating effect of perceived organizational support (POS) on the relationship between JI and TI, as well as between AS and TI. The empirical data were collected using purposive sampling, including responses from 421 participants. The mediated moderation analysis was conducted using partial least squares structural equation modelling (PLS-SEM). The findings confirm that AS is a predictor of TI and JI. Additionally, variables such as AS and JI show a significant positive association with TI. The relationship between JI and TI, along with the connection between AS and TI, is explained through POS. Here, the role of POS as a potential moderator in the relationships among AS, JI and TI has provided new insights into TI research. JI, acting as a mediator, helps to reduce the influence of supervisory abuse on the intention to leave and may aid in retaining employees within the organization.
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