Βιώματα εργαζομένων υπό τοξική ηγεσία : ποιοτική προσέγγιση της εργασιακής ικανοποίησης και της πρόθεσης αποχώρησης από τον εργασιακό χώρο
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Τοξική ηγεσία ; Εργασιακή ικανοποίησηAbstract
Toxic leadership is frequently encountered in the business context. Consequently, it is worth emphasizing that the emergence of this leadership style is characterized by practices that have negative consequences for both the employees themselves and, at the same time, for businesses and organizations.
The present study was conducted with the main aim of investigating and examining the impact that the presence of this leadership style can have on employee job satisfaction, as well as on employees' turnover intention from their work environment.
Specifically, for the purpose of the research, ten (10) interviews were conducted with people working in various private sector companies in Greece during the years 2025–26. These interviews were carried out and audio-recorded following written consent through a private agreement between myself and the interviewees, stating that only their first name, gender, and age would be used for the purposes of the research, while any other confidential information referring to a person's or organization's name would not be mentioned in our discussion. The respondents were asked generally about the organization in which they work, the behavior of their employer or supervisor, as well as the emotional framework they experience at work and any potential intentions they may have regarding changing workplaces due to toxic behaviors.
In detail, the results indicated that this style of leadership characterizing many individuals within certain organizations negatively affects employee job satisfaction, leading them simultaneously to express a desire to change their workplace. Additionally, a highly significant finding that emerged is the fact that job satisfaction is harmed by toxic leadership even when financial compensation is deemed adequate. This finding demonstrates that perks and adequate earnings do not offset the negative psychological climate within the workplace, thereby confirming the existence of turnover intention.