This paper posits that the effects of abusive leadership on job engagement and turnover intention of employees in chinese companies. The mediating role of organizational justice in the relationship between abusive leadership and job engagement, turnover intention. The moderating role of traditionality and job mobility in the relationship between abusive leadership and organizational justice. The research results revealed that firstly, abusive leadership had negative relationship with job engagement and turnover intention of employees. Secondly organizational justice mediated the relationships between abusive leadership and job engagement, turnover intention of employees. Thirdly, traditionality and job mobility moderated the relationship between abusive leadership and organizational justice such that employees with high traditionality responded more positive on the abusive leadership than those with low traditionality. We set this hypothesis base on the collected qustionnaire from the 208 who were employed in the service and manufacturing industry of China mainland.