Algılanan Toksik Liderlik ile Sosyal Desteğin Çalışan Duygusal Tükenmişlik ve Örgütsel Sinizm Seviyeleri Üzerindeki Etkileri

Abstract

The aim of this study is to examine the effects of perceived toxic leadership and social support on employees’ levels of emotional exhaustion and organizational cynicism. In this context, it was examined whether the emotional exhaustion has a mediating role in the relationship between perceived toxic leadership and organizational cynicism and whether this mediation is moderated by perceived social support. These relationships are discussed within the framework of the job demands and resources model. The sample of this study consists of 371 white-collar employees working in the public and private sectors. The data of this study were collected from the participants through an online questionnaire using the snowball sampling method. Toxic Leadership Scale (Schmidt, 2008) was used to measure perceived toxic leadership, Multidimensional Perceived Social Support Scale (Zimet et al., 1988) was used to measure perceived social support, Maslach Burnout Inventory (Maslach & Jackson, 1981) was used to measure emotional exhaustion, and Organizational Cynicism Scale (Brandes et al., 1999) was used to measure organizational cynicism. IBM SPSS 26 and AMOS 23 were used in data analysis. The hypotheses constructed in the study were subjected to regression analyses using Process Macro Model 1, 4, and 7 (Hayes, 2013). According to the findings of the study, a statistically significant and positive relationship was found between perceived toxic leadership and organizational cynicism, between perceived toxic leadership and emotional exhaustion, and between emotional exhaustion and organizational cynicism. In parallel, it was also found that emotional exhaustion has a mediating role in the relationship between perceived toxic leadership and organizational cynicism. It was found that perceived social support did not have a moderating role in the relationship between perceived toxic leadership and emotional exhaustion. In addition, the moderation-mediation role of social support and emotional exhaustion on the relationship between perceived toxic leadership and organizational cynicism was not found. In the conclusion and discussion section the results of the analyses are interpreted, the limitations of the study are given, and recommendations for future researches and researchers as well as for managers and employees are given based on the findings of the study.