The role of toxic leadership in the effect of core-self evaluation on cynicism, job satisfaction and burnout

Although leadership is one of the most studied subjects in academic literature, it is seen that studies are generally focused on positive leadership styles. However, various events that have emerged in organizational life have shown that leadership behaviors do not always produce positive results and leadership behaviors may have negative effects for employees and organizations. In addition it is stated in the leadership studies, examining negative leadership styles as well as positive leadership styles will contribute to a better understanding of leadership. In this context the main purpose of the research, by putting toxic leadership at the centre, is to examine the antecedent (core-self-evaluation) and consequences (job satisfaction, cynicism and burnout) of toxic leadership. The data used in the study were collected through the survey method from 437 teachers working at various of schools in 12 different region of Turkey. Correlation, regression analysis and structural equation modeling were conducted to examine the relationships between variables. Result of the analyzes indicated that the core-self evaluations of the teachers have a positive effect on job satisfaction, and negatively affect toxic leadership, organizational cynicism and all sub-dimensions of burnout. Besides, toxic leadership negatively affects job satisfaction, and positively affects organizational cynicism, emotional exhausation and depersonalization, but do not have any effect on personal accomplishment. As a result of analysis of mediation role, it was found that toxic leadership has a partial mediation role in the relationship between core-self evaluation and organizational cynicism, emotional burnout and depersonalization. In conclusion, this empirical research which is examined the antecedent and consequences of toxic leadership, described as a new and dangerous style of leadership in the literature, reveals that leadership do not always result in good outcomes for their employees and organizations.