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

The current pandemic of coronavirus disease 2019 (COVID-19) is not only a health crisis but also a social crisis that affects all people and all parts of society from various perspectives. Effective management of the emotional and psychosocial effects of the pandemic is a critical issue for individuals and societies. In this study, the mediating role of creativity on the relationship between personal accomplishment and task performance was examined during the COVID-19 pandemic. In addition, a gender-based comparison analysis was performed to extend the analysis results. Survey-based research data were collected from 322 people working in different sectors. Partial least squares-based structural equation modeling (PLS-SEM) was used to analyze research data. The results indicated that personal accomplishment had a significant positive effect on both creativity and task performance. Also, it was found that creativity had a mediating role in the relationship between personal accomplishment and task performance. Lastly, the gender-based multigroup analysis (MGA) revealed a significant difference between male and female participants with respect to the relationship between personal accomplishment and task performance, between creativity and task performance, between personal accomplishment and task performance through creativity.

Purpose-The aim of this study is to examine the impact of organizational trust and organizational citizenship behavior on job satisfaction in healthcare workers. This study is also intended to be a role model for service businesses. Methodology-To analyze this relationship, research was conducted on 945 people working in university hospitals. This includes the relationship of the lower dimensions of job satisfaction, which is the research dependent variable, to the lower dimensions of other independent variables. Findings-The lower dimensions of trust in a manager and trust in an institution and workload are all moderately related to both dependent variable sizes. The salary and promotion dependent variable turns out to be unaffected by the lower dimension of trust in a manager. The lower dimensions of taking on the workload and feeling of belonging negatively affect job satisfaction in terms of salary and promotion. Trust in the institution and disciplined work has had a direct and positive effect on salary and promotion. The second dependent variable, the feeling of job satisfaction, is directly and positively affected by trust in a manager, trust in an institution, and disciplined work sub dimensions. Organizational trust has been studied as an intermediary variable; as such, no relationship has been found between the sub dimensions of organizational citizenship behavior and the sub dimensions of job satisfaction. In addition, organizational citizenship and job satisfaction between the mediated effects of organizational trust has been examined, but no significant relationship has been found. Conclusion-This study develops a new model of the hospital management's hospitals interaction experience. This new model fills a research gap by providing an empirical study of the repeated hospital management

Today, leaders who contribute positively to businesses, as well as leaders who contribute negatively to businesses are increasing day by day. This study was conducted to investigate the mediating effect of burnout syndrome (BS) on toxic leadership (TL) and job satisfaction (JS) in businesses. The results of the SEM analysis, using a sample of 412 participants working in public hospitals in the Marmara region of Turkey in İstanbul, show that toxic leadership (TL) has negative effects on burnout syndrome (BS) and job satisfaction (JS). Although there are studies investigating the direct effect of toxic leadership on job satisfaction, there are limited data testing the burnout syndrome subcomponents on the effect of toxic leadership on job satisfaction. This research is critical in showing the mediating role of personal achievement burnout (PRS_Scc) dimension in the effect of toxic leadership (TL) on job satisfaction (JS) sub-components.

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