Impact of toxic leadership on the intention to leave: a research on permanent and contracted hospital employees

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dc.authoridReyhanoglu, Metin/0000-0003-1769-1867
dc.contributor.authorReyhanoglu, Metin
dc.contributor.authorAkin, Ozden
dc.date.accessioned2024-09-18T21:00:21Z
dc.date.available2024-09-18T21:00:21Z
dc.date.issued2022
dc.departmentHatay Mustafa Kemal Üniversitesien_US
dc.description.abstractPurpose This study aims to investigate the impact of toxic leadership, organizational justice and organizational silence on hospital employees' intention to leave their jobs. Design/methodology/approach A questionnaire survey was conducted with permanent and contractual employees of a university teaching hospital, including nurses, medical assistants, health technicians and clerical staff. Structural equation modeling was used to develop and test the model. Findings The findings reveal that toxic leadership is directly and negatively related to organizational justice, while all dimensions of organizational silence and the intention to leave are positively related. In this model, the coefficients of the relationships are found to be higher, almost doubling in permanent employees than in contracted employees, except for the relationship between toxic leadership and silence to protect the organization. This exception lies in the fact that permanent workers with long-term employment have been dealing with the managers for many years. Research limitations/implications The model can be extended with counterproductive behavior, work performance and satisfaction measures and work stress and compared with different sectors using higher sample volumes. Originality/value In the human-centered health-care industry, it is essential to know the way leadership behaviors guide health-care professionals. The negative leadership behaviors can negatively affect both employees' self-esteem and their attitudes toward patients and their relatives. The results of the present study are expected to contribute to the development of more effective manager selection and promotion policies by policy-makers as well as the determination of short- and long-term employment policies.en_US
dc.identifier.doi10.1108/JEAS-05-2020-0076
dc.identifier.endpage177en_US
dc.identifier.issn1026-4116
dc.identifier.issn2054-6246
dc.identifier.issue1en_US
dc.identifier.scopus2-s2.0-85197455019en_US
dc.identifier.scopusqualityQ3en_US
dc.identifier.startpage156en_US
dc.identifier.urihttps://doi.org/10.1108/JEAS-05-2020-0076
dc.identifier.urihttps://hdl.handle.net/20.500.12483/12612
dc.identifier.volume38en_US
dc.identifier.wosWOS:000600146000001en_US
dc.identifier.wosqualityN/Aen_US
dc.indekslendigikaynakWeb of Scienceen_US
dc.indekslendigikaynakScopusen_US
dc.language.isoenen_US
dc.publisherEmerald Group Publishing Ltden_US
dc.relation.ispartofJournal of Economic and Administrative Sciencesen_US
dc.relation.publicationcategoryMakale - Uluslararası Hakemli Dergi - Kurum Öğretim Elemanıen_US
dc.rightsinfo:eu-repo/semantics/closedAccessen_US
dc.subjectToxic leadershipen_US
dc.subjectOrganizational justiceen_US
dc.subjectOrganizational silenceen_US
dc.subjectIntention to leaveen_US
dc.subjectHealth managementen_US
dc.titleImpact of toxic leadership on the intention to leave: a research on permanent and contracted hospital employeesen_US
dc.typeArticleen_US

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