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The research was designed to find out the impact of abusive supervision on OCB and to see what mediating role do the three variables i.e. job tension, emotional exhaustion and turnover intention play in the association of abusive supervision and organizational citizenship behavior. A total of 205 responses were gathered for the analysis of the study. Analysis was done using Simple regression, Multiple Regression and Baron and Kenny tests. The results concluded that the mediating variables didn't have any relationship with the dependent variable. Due to this no mediation existed among the dependent and independent variable. Abusive supervision, however, was found to be in a positive relationship with Organizational citizenship behavior. A positive relationship was also found between abusive supervision and 3 mediating variables ( job tension, emotional exhaustion and turnover intention). I. Introduction Barney (1991) pointed out three mediums that give competitive advantage to the organization in highly aggressive atmosphere. These are Human-capital resources, Physical-capital resources and Organization-capital resources. But the Human-capital resources supports as a crucial function in most advantageous use of the latter two. The Human-capital resources are interconnected with organization ability to perform as a whole and contribute excessively in mounting and supporting competitive advantage for the firm. Further, Lusch & Serpkenci (1990) focuses on the effectual management of these possessions for having a firm position in the competitive market and to gain a leadership position in industry. Job tension and Emotional Exhaustion and turnover intention, as mediating variables have many independent variables for example, abusive supervision, ingratiation, positive affects, organization internal and external environment, peer influences, supervision and so on. In this study, the researcher has focused the study to examine the effects of abusive supervision on employees' pessimistic outcomes. Supervision means to control LeBlanc & Kelloway,(2002) and lead the things in an organized manner where as the abusive supervision refers to perceptions of lower staff regarding their supervisor's nonphysical unfriendly attitude toward them (Kennedy, Homant & Homant, 2004). Abusive supervision affects both the employees and the employers (Milam, Spitzmueller & Penney, 2009). In the past the literature of management has highlighted in majority of cases different fruitful and constructive management behaviors and their optimistic implications, a minute but upcoming area of research is focusing on the consequences of unwanted management responses. Research on unwelcomed management behaviors suggested that these behaviors had an unfavorable impact on employee attitudes (e.g., job satisfaction and organizational commitment) and employee behaviors (e.g., organizational deviance and organizational citizenship behaviors; for a full review, Tepper, 2007). These outcomes recommend that a more detailed consideration of how managerial actions impact the attitude of the employees and behavior should include investigations of both wanted and unwanted managerial responses. Abusive Supervision is the significant area to study because various minor acts of workplace aggression can eventually lead to workplace violence (Baron & Neuman, 1998). This study is an extension in the model of the Shahid Nawaz Khan, Imran M. Qureshi and Hafiz Israr Ahmad (2010) as a new variable i.e. organizational citizenship behavior. The study highlights the mediating role of job tension, emotional exhaustion and turnover intension on the relationships of abusive supervision and organizational citizenship behavior. So far no one has attempted to identify such mediating role of job tension, emotional exhaustion and turnover intension on such relationship so the research will definitely provide with a fruitful outcome. 1.2 Problem Statement This study explore, investigates the mediating role of job tension, emotional exhaustion and turnover intention between the abusive supervision and organizational citizenship behavior in the banking industry employees.

Impact of Abusive supervision on Organizational Citizenship Behavior: Mediating role of Job Tension, Emotional Exhaustion and Turnover Intention