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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 aim of the research is to estimate the effect of workplace deviance behavior on organizational citizenship and job satisfaction and to put forward the mediator role of the organizational support perception in possible relations. The information based on hypothetical and literature are provided in the research principally and then the research part including the questionnaire applied to the employees of Kirsehir Municipality is presented. The validity and reliability tests have been performed successfully and the artificial neural network method has been used as the analysis method. In parallel with the averages and correlation values of the variables in the analysis the Artificial Neural Networks have been modelled by determining the inputs and outputs. In accordance with the findings obtained the workplace deviance behavior has a negative impact on the organizational citizenship and job satisfaction and the organizational support perception can take the mediator role as a relative for eliminating the abovementioned effect. When the artificial neural networks’ being used as the analysis method and the difficulties in measuring the workplace deviance behavior are taken into consideration it can be stated that the findings obtained have at a certain level of originality in terms of management discipline.

In today’s business world, where technology and competition are intensely experienced, one of the most essential factors for organizational success is the establishment of healthy and harmonious relationships between managers and employees. In this context, paternalistic leadership refers to managers approaching their employees with the same care and protection that a father shows to his children, while employees willingly embrace this attitude. Such an approach can have significant effects on employees’ performance, commitment, job satisfaction, work engagement, and overall happiness. The primary purpose of this study is to examine the mediating role of employee happiness in the effect of paternalistic leadership on employees’ work engagement. The research population consists of all employees (N=1120) of Bortar Group Catering operating in ?zmir, while the sample comprises 428 participants who voluntarily completed the survey. The data were analyzed using the SPSS 23 statistical software. The findings aim to reveal how paternalistic leadership influences employees’ work engagement and whether happiness serves as a mediating factor in this relationship.

In today’s business world, where technology and competition are intensely experienced, one of the most essential factors for organizational success is the establishment of healthy and harmonious relationships between managers and employees. In this context, paternalistic leadership refers to managers approaching their employees with the same care and protection that a father shows to his children, while employees willingly embrace this attitude. Such an approach can have significant effects on employees’ performance, commitment, job satisfaction, work engagement, and overall happiness. The primary purpose of this study is to examine the mediating role of employee happiness in the effect of paternalistic leadership on employees’ work engagement. The research population consists of all employees (N=1120) of Bortar Group Catering operating in ?zmir, while the sample comprises 428 participants who voluntarily completed the survey. The data were analyzed using the SPSS 23 statistical software. The findings aim to reveal how paternalistic leadership influences employees’ work engagement and whether happiness serves as a mediating factor in this relationship.

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 aim of the research is to estimate the effect of workplace deviance behavior on organizational citizenship and job satisfaction and to put forward the mediator role of the organizational support perception in possible relations. The information based on hypothetical and literature are provided in the research principally and then the research part including the questionnaire applied to the employees of Kirsehir Municipality is presented. The validity and reliability tests have been performed successfully and the artificial neural network method has been used as the analysis method. In parallel with the averages and correlation values of the variables in the analysis the Artificial Neural Networks have been modelled by determining the inputs and outputs. In accordance with the findings obtained the workplace deviance behavior has a negative impact on the organizational citizenship and job satisfaction and the organizational support perception can take the mediator role as a relative for eliminating the abovementioned effect. When the artificial neural networks’ being used as the analysis method and the difficulties in measuring the workplace deviance behavior are taken into consideration it can be stated that the findings obtained have at a certain level of originality in terms of management discipline.