The mediating role of abusive management in the effect of cronyism on leader effectiveness and employee commitment

Although all research on organizations to date has agreed that ideal organizations to date has agreed that ideal organizations are shaped by the common denominator of consepts such as transparencyiequality,honesty and justice,practices in both the public and private sectors display attitudes and behaviors that are far from putting these concepts,which are accepted in theory,into practice.These attitudes and behaviors are called favoritism practices by individuals belonging to the organization and they cause uncertainty and sometimes conflicts between individuals belonging to the organization,on issues such as the continuity of this work,how it will be done by whom and changes in positions with in the organization after the work is done.It is an undeniable fact thet the continuity of attitudes and behaviors that create favoritism and uncertainty among individuals belonging to the organization will have devastating effects on the image of the organizational and the organizational climate in the long term. In our study,research on favoritism practices mostly reduces organizational justice,performance and job saticfaction, and intention the leave the job.It is seen that emphasis is placed on the issues of increasing workplace silence.Considering that clientelistic practices and abusive management are not always applied to the same severity in the organization,and that the leader directs these practices according to changing situations and the conditions and the attitudes and behaviors of individuals in order to increase his effectiveness within the organization,our survey will contribute to the literature on 106 puplic officials working in different sectors for on days.It was applied to the staff at the end of the working day and the concepts of leader effectiveness,abusive management and cronyism were observed daily.