The study has focused on abusive supervision as a typical damaging leadership style. Employee behavior and attitude will alter as a result of abusive supervision, according to research, and employees will suffer psychologically as a result. Employees will respond negatively to abusive supervision by destroying the organization's means of production, as well as inter-personal counterproductive work behavior. With the rapid growth of the economy, today's leadership style and counterproductive work behavior have severely hampered the natural development of companies.At the same time, with rising market competitiveness, staff turnover is on the rise. The high turnover rate has had a major negative impact on businesses. Employee turnover is proven to be influenced by internal factors like as leadership, and abusive supervision has a strong positive effect on employee turnover intentions. As a result, by incorporating various mediators and moderators, it is required to study the mechanism and boundary of abusive supervision in order to oppose production behavior and turnover intention. Based on the foregoing, this study looked at the mechanism by which abusive supervision affects employees' counterproductive work behavior.To begin, we comprehend the research findings on abusive supervision, job burnout, regulatory focus, employee turnover intention, and counterproductive work behavior. By distributing 450 questionnaires, this study collected 438 questionnaires in Shandong province. We used SPSS 26.0, AMOS 24.0, and the Bootstrapping to analyze the data and hypothesis testing. The following are the findings and managerial implications:First, abusive supervision has a significant positive impact on employee turnover intention and counterproductive work behavior. Abusive supervision, as a negative leadership style, may result in higher turnover intentions and more counterproductive work. As a result, we might aim to minimize or reduce abusive supervision in order to lessen employee turnover intentions as well as counterproductive work behavior.Second, job burnout plays a mediating role between abusive supervision and employee turnover intent, as well as counterproductive work behavior. Employee turnover intentions may be influenced by job burnout. They may improve as result of abusive supervision, and employees may be more likely to leave.Third, the regulatory focus has moderating effects between abusive supervision and job burnout. There might be moderating effects in this process that abusive supervision might cause significant effects on job burnout. When the prevention regulatory focus is stronger, it's possible that employee job burnout brought on by abusive supervision will be higher. In other words, the prevention regulatory focus makes the relation between abusive supervision and employee job burnout stronger.At the last, employees' counterproductive work behavior has a significant positive impact on their turnover intention. Counterproductive work behavior and turnover intention are negative variables. The employees' turnover intention is closely related to the employee's counterproductive work behavior. When employees are observed engaging in counterproductive work behavior, managers must intervene quickly to guide them back to a positive attitude.