ToksikLiderlik ve Psikolojik Şiddetin Örgütsel Güvene Etkisi: Hizmet Sektörü Çalışanları Üzerine Bir Araştırma
The Effect of Toxic Leadership and Psychological Violence on Organizational Trust: A Study on Service Sector Employees

Summary/Abstract: Purpose – Psychological violence (mobbing) has many negative effects on employees. Toxic effects can be seen in employees who are exposed to toxic leadership behavior. From this point of view, it is thought that the organizational trust intentions of the employees who are exposed to psychological violence and toxic leadership will be negatively affected. In this context, the aim of the study is to determine the effect of toxic leadership and psychological violence on the level of organizational trust. Design/methodology/approach – Within the scope of the research, the model and hypotheses of the research were determined with the relational survey model used to determine the relationships and effects between dependent and independent variables. The universe of the research consists of employees operating in the service sector in Ankara. As a result of the sample calculation, the field study of the research was completed with the participation of 390 employees, mid level and senior managers, who were above the sufficient number. Data were collected with the questionnaire technique, which is one of the quantitative data collection methods. Findings – Psychological violence affects organizational trust negatively and significantly. Toxic leadership affects organizational trust negatively and significantly, and it has been determined within the scope of the research that toxic leadership and psychological violence have a significant effect on organizational trust. Discussion – As a result of exposure to toxic leadership, permanent effects may occur in perceptions of psychological violence and employees may be negatively affected psychologically. These results support the theoretical structure and it is seen that toxic leadership has negative consequences for organizations. Organizations should develop supervision and training policies that can prevent such behaviors and prevent such behaviors.

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