European Online Journal of Natural and Social Sciences 2019; www.european-science.com Vol.8, No 2 (s) Special Issue on Current Approaches to Economic and Social Development ISSN 1805-3602 Openly accessible at http://www.european-science.com 119 Impact of Abusive Supervision on Organizational Citizenship Behavior with the Mediating Role of Organizational Justice: A Study of Individuals Working in Private Sector Firms of Pakistan Rizwan Qaiser Danish 1 , Zahra Javaid 1 , Hafiz Fawad Ali 2 , Rabia Shahid 1* , Ahmad Muneeb Mehta 3 , Nazish Imtiaz 4 1 Hailey College of Commerce, University of the Punjab, Lahore, Pakistan; 2 Institute of Business Administration, University of the Punjab, Lahore, Pakistan; 3 Hailey College of Banking & Finance, University of the Punjab, Lahore, Pakistan; 4 Lahore Garrison University *E-mail: Rabiashahid092@gmail.com Abstract This study examines the result of the effect of Abusive Supervision (AB) on Organizational Citizenship Behavior (OCB) with the mediating role of Organizational Justice (OJ). Data were col- lected from individuals working in the private sector firms of Pakistan. A total of 275 questionnaires were distributed among respondents. To test the proposed hypotheses, the technique of structural equation modeling was used. AMOS-22 was used for the analysis and the results affirmed the direct and indirect effects of the Abusive supervision on the Organizational Citizenship Behavior along with the significant effect of partial mediation. It is evident from the results that perceived organiza- tional justice strongly mediates the relationship between abusive supervision and organizational citi- zenship behavior. In addition, this study furnishes several future directions for academic scholars and practitioners. Keywords: Abusive Supervision, organizational citizenship behavior, organizational justice, empirical evidence Introduction The leader has positive as well as the negative side of behavior that can affect the organiza- tion positively and negatively. In this context, destructive leadership is the behavior of the leaders and supervisors which affects the real interest of the organization undermining the organizational goals, tasks, performance, and motivation etc. Destructive leadership includes tyranny, bullying, ab- usive supervision, coercive power, social undermining, and aversive leadership. Organizational citi- zenship behavior includes the activities which are not a part of the contractual tasks, e.g., courtesy and sportsmanship. Organizational justice refers to the prevalence of fairness in the workplace as perceived by employees. It is composed of three types, namely, distributive justice, interactional jus- tice, and procedural justice. In this study, abusive supervision means the perceptions of subordinates to which supervisors involved in the nonstop display of hostile verbal and nonverbal behaviors, but it doesn’t include their physical actions. The definition of abusive supervision is of subjective na- ture. It varies from person to person. The one individual, for example, A may sometimes view a su- pervisor's behavior as abusive in one context or in one scenario or find it nonabusive in another con- text or scenario, and two subordinates/individuals could find themselves differ in their evaluations of the same supervisor's behavior. As we know business is changing rapidly along with changing economies due to continuing globalization and turbulent environment, in which employee creativity becomes a necessity for the development of products, practices, services or procedures, it becomes more vital and increasingly important for the survival and competitiveness of today organizations (Shalley, Gilson, & Blum, 2009). A number of researchers have found the relation between em- ployee creativity and positive leadership behaviors which includes transformational leadership (Shin brought to you by CORE View metadata, citation and similar papers at core.ac.uk provided by European Online Journal of Natural and Social Sciences (ES)