Abstract
Toxic leadership refers to the sum of the negative aspects of leaders within their leadership traits. Narcissistic leadership is a multidimensional structure that includes charismatic leadership and authoritarian leadership types. Toxic leaders can harm the organization, employees, and society in which they work. This research aims to determine the toxic characteristics of leaders working in public universities and to extract the attribute of organizational trust in job satisfaction. Turkey's Istanbul made the data collected through face-to-face survey research methods in 470 people working in the public university hospital in the province were analyzed by analysis methods used in social sciences. As a result of the analysis, a negative significant relationship between toxic leadership and organizational trust, a negative significant relationship between toxic leadership and job satisfaction and its sub-dimensions, and a positive significant relationship between organizational trust and job satisfaction and its sub-dimensions were found. Toxic leadership affects managerial job satisfaction and company policy-based job satisfaction through the full set of organizational trust. In addition, toxic leadership has also been found to be effective on job satisfaction arising from employees through partial organizational trust
Highlights
Businesses that want to provide sustainable competitive advantage have to give importance to organizational values
Purpose and Importance of Research The main purpose of this study is to reveal the effect of toxic leadership and organizational trust on job satisfaction
Considering the distribution of the caretakers according to the departments they work in, 35.1% were in the service, 19.4% in the administrative department, 16.0% in the operating room, 11.9% in the intensive care, 17.4% in the polyclinic, 0.2% of them were found to work in other departments
Summary
Businesses that want to provide sustainable competitive advantage have to give importance to organizational values. Many scientists have studied the concept of value and sustainable competitive advantage (Bowman & Ambrosini, 2000). Various adversities can reduce the effectiveness and efficiency of organizations In this context, there is a need for healthy, strong and talented leaders, managers and employees who attach importance to organizational values, who trust the organization, the manager and their colleagues, in order to maintain their effectiveness and efficiency. All employees; They want to work in organizations where they are happy in their work, they are useful, they feel they are part of a whole, and have feelings, common values, loyalty, team spirit, trust, unity and solidarity in the management process (Kesken & Ayyıldız, 2008)
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Free) 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a call
