Toxic leadership berpengaruh signifikan terhadap workplace deviant behavior karyawan ditunjukkan dengan nilai signifikansi lebih kecil dari 0,05. Hasil dari penelitian ini menunjukan bahwa: Toxic leadership berpengaruh signifikan terhadap kinerja organisasi yaitu dengan signifikansi lebih kecil dari 0,05. Metode yang digunakan dalam penelitian ini ialah metode kuantitatif, berupa kuesioner. Penelitian ini bertujuan untuk menguji pengaruh toxic leadership (TL) terhadap kinerja organisasi yang dimediasi oleh workplace deviant behavior (WDB) pegawai dengan sampel sebanyak 100 responden. Para peneliti mulai mengeksplorasi gaya kepemimpinan negatif (dark side of leadership) secara langsung karena para peneliti berhipotesis bahwa gaya leadership ini memiliki konsekuensi negatif pada subordinat dan organisasi. Belakangan ini, gelombang skandal korporasi dan kegagalan spektakuler organisasi telah memaksa peneliti manajemen dan organisasi untuk berpikir ulang terkait dengan pendekatan tersebut. Banyak teori kepemimpinan positif tampaknya menganggap bahwa kepemimpinan disfungsional hanyalah ketiadaan atau kebalikan dari kepemimpinan yang efektif. Sebelumnya, para peneliti fokus pada bagaimana para pemimpin sukses meningkatkan kinerja organisasi dan meningkatkan efektivitas pengikut mereka. Kepemimpinan telah menjadi topik utama ilmu organisasi sejak lahirnya bidang ini. At this point, the human resources management unit plays an important role in identifying dark leaders. There is limited empirical research related to the impacts of dark leadership on organizational commitment therefore, this study aims to contribute to the gap in the human resources management, organizational behavior, and management and organizations literature.ĭiscussion – It is possible to say that dark leadership should seek help from experts and/or institutions in order to prevent the negative effect of dark leadership on employees' organizational commitments.

Furthermore, findings show a positive impact of the dark leadership on the bankers’ normative commitment. Moreover, it is found that dark leadership has meaningful negative impacts on the bankers’ affective commitment and continuance commitment. To examine the impacts of the dark leadership on the bankers’ organizational commitment, “simple linear regression analysis” and “multiple linear regression analysis” are used.įindings – Study findings reveal a significant negative impact of the dark leadership on the bankers’ organizational commitment. Dark leadership is a term to describe the leadership in a context where the leaders’ negative personality traits negatively affect the organizational decision-making and the public impression of the organization.ĭesign/methodology/approach – In this study, there are 559 employees who work either in a bank branch or a general directorate of banking in Istanbul. As opposed to the positive leadership styles’ benefits, it is expected to see a negative impact of the negative leadership styles on organizational commitment. Purpose – The purpose of this study is to examine the impacts of dark leadership on organizational commitment. Significant findings were obtained for the gender, age, job, and organizational tenure categories. Different tests were used to look at the differences between the variables in terms of demographic characteristics. For analyzing the data, SPSS program was used. The survey divided into four sections: demographic information, organizational silence scale, toxic leadership scale and contextual performance scale.

400 people participated in the survey, which %52 of them is female and %48 is male. The data collected through online survey. The aim of the study is to show the relationship of toxic leadership and contextual performance, while employee silence as a mediator role between these relationships. Having a toxic leader in organization make some employee to remain silent, and stay away from voluntary work known as contextual performance. Somehow toxic leadership has a negative affect on this success and decrease in employee performance. Beside this, leadership is important factor to help employee perform in the best way and help organization success. The effort that employee show to increase their performance, is taking in consideration while organization is hiring an employee. Employee Performance is has been taken seriously in organization in recent years.

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