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This study aims to investigate the impact of abusive supervision on employees' turnover intention and examine the mediating role of self-identity in this relationship. Data was collected from employees working in multiple banks across Pakistan using a validated questionnaire. A total of 220 questionnaires were distributed among the employees, out of which 180 were returned. After eliminating incomplete responses, a final sample of 174 participants was analyzed using various statistical techniques that are descriptive statistics, correlation analysis, and regression analysis with Preacher and Hayes (2004). The findings reveal that self-identity partially mediates the relationship between abusive supervision and turnover intention. The implications of these results and potential avenues for future research are discussed, along with the limitations of the study.

Keywords: Abusive Supervision, Turnover Intention, Self-Identity, Mediation, Banks, Pakistan.