The current study aims to investigate the relationship between abusive supervision and workplace deviance as well as mediating effect of organizational identification based on a survey among 217 Korean employees in various industries. All analyses were conducted using PASW 18.0 and AMOS 18. The results of this study are described below. We found that abusive supervision significantly reduced organizational identification by the employees. Additionally, organizational identification was negatively associated with organizational workplace deviance. No association was seen between organizational identification and interpersonal workplace deviance. These findings indicated that organizational identification is an important mediating factor between abusive leadership and an employee's behavior. Specifically, we defined organizational identification as a mediator based on the concepts of reciprocity(Blau, 1964) and personified organization(Levinson, 1965). The results show that organizational identification was solely associated with organizational workplace deviance. Thus, Our findings suggest that an employee's organizational workplace deviance is indirectly triggered by abusive supervision through decreased organizational identification. This study further supports recommendations and implications for regulating supervisor behavior in workplace.