The effect of toxic leadership on organizational commitment and job satisfaction: An example of a public bank

In this study, it was aimed to determine the effect of toxic leadership characteristics of managers on organizational commitment of employees and toxic leadership characteristics of managers in business research. In this context, it was aimed to determine the level of toxic leadership of managers according to the perceptions of the employees working in a public bank and to determine the relationship between the level of organizational commitment and job satisfaction of the bank employees. In order to reach the stated aims of the research, the screening model was preferred. The population of the study consists of the personnel working in the state banks in the Marmara Region. The research sample consisted of 302 people who were determined by the "Simple Random Sampling bulunan method among the public banks in the Marmara Region. "Personal Information Form sel, sel Toxic Leadership Scale Lider, "Organizational Commitment Scale" and "Job Satisfaction Scale "were used to collect the data. The data collected from the 302 bank employees with the data gathered data were processed into SPPS 25 package program and analyzed through this program. In the analysis of the data, çalışma Independent Sampling t-Test mesleki, education level, professional experience, working time in the institution, "One-Way Variance Analysis-were used for gender and marital status variables. In order to determine the relationship between the variables, the correlation was made and the regression analysis was performed to determine the level of the variables affecting each other. In the study, it was determined that there was a statistically significant difference between the perceptions of the bank employees about toxic leadership according to the "position taken in the institution" variable in the "Interest göre and pozisyon Toxic Leadership General arasında dimensions. The position of the significant difference in the institution with the officer is top authorized; authorized by the authorized-top authorized; expert assistant-expert and among the top authorities. In the general dimensions of Normative Commitment and Organizational Commitment according to the variable of educational status among the employees' perceptions of organizational commitment; Emotional Commitment, Normative Commitment and Organizational Commitment According to professional experience variable; Emotional Commitment, Normative Commitment and Organizational Commitment General değişken in terms of working time variable in the institution; Emotional Commitment, Continued Commitment and Organizational Commitment According to the position variable in the institution, it was found that there were statistically significant differences in the general dimensions. There was no significant difference in terms of gender and marital status variables among the employees' perceptions of job satisfaction; It was found that there were statistically significant differences in all dimensions according to educational status, professional experience, working time in institution and position in the institution. When the data about the correlation between Toxic Leadership-Organizational Commitment and Toxic Leadership-Job Satisfaction were analyzed, there was no significant relationship between Normative Commitment and Negative Mental State dimensions. However, a significant negative correlation was found between all other dimensions. Regression analysis to determine the causal relationship between Toxic Leadership-Organizational Commitment and Toxic Leadership-Job Satisfaction was found to be statistically significant. As a determinant of the levels of organizational commitment and job satisfaction, it was observed that their relationship with toxic leadership was weak. The level of toxic leadership perceived by the Bank's employees decreases the levels of organizational commitment and job satisfaction. Keywords: Toxic Leadership, Organizational Commitment, Job Satisfaction