This study was aimed to offer and test a novel model explaining how abusive supervision enhances employees’ intention to leave in a high-power distance society of Pakistan. Drawing from the unfolding model of voluntary turnover as an overarching theory, we proposed that emotional exhaustion will strengthen the relationship between abusive supervision and intention to leave, and organizational-based self esteem (OBSE) will mitigate this relationship. Data were collected from 277 respondents working in the banking sector of Pakistan at two points in time. Results showed that abusive supervision has both direct and indirect impact on intention to leave such that emotional exhaustion strengthens this relationship. It was also found that OBSE mitigates the mediated relationship between abusive supervision and intention to leave. The study brings evidence of abusive supervision and its impacts from a high-power distance-oriented country i.e., Pakistan.

本研究旨在提供并测试一种新模型，解释虐待监督如何增强员工在巴基斯坦高权力距离社会中的离职意向。借鉴自愿离职的展开模型作为总体理论，我们提出情绪耗竭将加强虐待监督与离职意向之间的关系，而基于组织的自尊 (OBSE) 将减轻这种关系。数据收集自在两个时间点在巴基斯坦银行业工作的 277 名受访者。结果表明，虐待监督对离职意向有直接和间接的影响，情绪耗竭加强了这种关系。还发现 OBSE 减轻了虐待监督和离职意向之间的中介关系。