The Role of Toxic Leadership and Exclusion in The Workplace Against Intention to Leave Work With Psychological Distress as A Mediator And Gratitude as A Moderator
DOI:
https://doi.org/10.59188/eduvest.v5i2.44792Keywords:
turnover intention, workplace ostracism, psychological distress, toxic leadershipAbstract
This research investigates the impact of toxic leadership and workplace ostracism on employees' intentions to leave their jobs, with psychological distress as a mediator and gratitude as a moderator. Job turnover intention refers to an employee's desire to permanently quit their job, influenced by factors such as toxic leadership—characterized by authoritarian and unpredictable behavior—and ostracism, where individuals are ignored by colleagues. Both toxic leadership and ostracism can lead to psychological distress, which encompasses stress and emotional discomfort affecting mental well-being. Conversely, high levels of gratitude may mitigate the intention to leave. Utilizing an explanatory research design with a quantitative approach, the study employed five measurement instruments: a turnover intention questionnaire, a toxic leadership questionnaire, a workplace ostracism questionnaire, a psychological distress questionnaire, and a gratitude questionnaire. Conducted across three construction companies in West Jakarta, the study involved a sample of 150 employees. Findings indicate that toxic leadership and ostracism predict employees' turnover intentions, mediated by psychological distress. However, gratitude was not found to moderate the relationship between psychological distress and turnover intention in this model. The research highlights the importance of addressing toxic leadership and ostracism to reduce turnover intentions by developing improved policies and interventions that alleviate psychological distress among employees.
References
Adeline, K. (2022). Dampak Gaya Kepemimpinan Terhadap Loyalitas Karyawan Dan Turnover Intention (Studi Kasus Pt Bank Xyz Tbk). Jurnal Bina Manajemen, 10(2), 42–63.
Celebi Cakiroglu, O., & Tuncer Unver, G. (2024). Toxic leadership, mental well-being and work engagement among nurses: A scale adaptation study and structural equation model approach. Journal of Health Organization and Management, 38(1), 49–69.
Coakley, K. E., Lardier, D. T., Holladay, K. R., Amorim, F. T., & Zuhl, M. N. (2021). Physical activity behavior and mental health among university students during COVID-19 lockdown. Frontiers in Sports and Active Living, 3, 682175.
Di Stefano, G., Venza, G., & Aiello, D. (2020). Associations of job insecurity With perceived work-related symptoms, job satisfaction, and turnover intentions: The mediating role of leader–member exchange and the moderating role of organizational support. Frontiers in Psychology, 11, 1329.
Fajarudin, K., & Erwandi, D. (2022). Analisa Faktor Psikosial Terhadap Gejala Distress Pada Karyawan Perusahaan Geothermal PT. X. National Journal of Occupational Health and Safety, 2(2), 3.
Gandolfi, F., & Stone, S. (2022). Toxic leadership: Behaviors, characteristics, and consequences. Journal of Management Research, 22(1), 19–27.
Gravili, G., Manuti, A., & Meirinhos, V. (2022). When power hurts: An explorative study on the relationship between toxic leadership, emotional exhaustion, turnover intention and job satisfaction. ECMLG 2022 18th European Conference on Management, Leadership and Governance, Academic Conferences and Publishing Limited.
Hattab, S., Wirawan, H., Salam, R., Daswati, D., & Niswaty, R. (2022). The effect of toxic leadership on turnover intention and counterproductive work behaviour in Indonesia public organisations. International Journal of Public Sector Management, 35(3), 317–333.
Hidayah, F. (2019). Gratitude as Predictor of Turnover Intention: In the Context of Javanese. Psikologia: Jurnal Psikologi, 4(1), 1–11.
Hyson, C. M. (2016). Relationship between destructive leadership behaviors and employee turnover. Walden University.
Karomah, K. (2020). Pengaruh kepuasan kerja dan job insecurity terhadap turnover intention pada pegawai kontrak sekolah X. Jurnal Ilmu Manajemen, 17(1), 38–47.
Latama, Z. N., Muhardi, M., & Aspiranti, T. (2022). Pengaruh Psychological Distress Dan Beban Kerja Terhadap Work-Life Balance Perawat Di Pandemi-Covid-19. Jurnal Manajemen Dan Bisnis Performa, 19(1), 10–19.
Lee, M. C. C., Idris, M. A., & Tuckey, M. (2019). Supervisory coaching and performance feedback as mediators of the relationships between leadership styles, work engagement, and turnover intention. Human Resource Development International, 22(3), 257–282.
Mahfooz, Z., Arshad, A., Nisar, Q. A., Ikram, M., & Azeem, M. (2017). Does workplace incivility & workplace ostracism influence the employees’ turnover intentions? Mediating role of burnout and job stress & moderating role of psychological capital. International Journal of Academic Research in Business and Social Sciences, 7(8), 398–413.
Mujiati, N. W., & Dewi, A. (2016). Faktor-faktor yang menentukan intensi turnover karyawan dalam organisasi. Jurnal Ilmiah Forum Manajemen, 14(2), 56–63.
Sharp, O. L., Peng, Y., & Jex, S. M. (2020). Exclusion in the workplace: a multi-level investigation. International Journal of Workplace Health Management, 13(3), 291–300.
Smith, N., & Fredricks-Lowman, I. (2020). Conflict in the workplace: A 10-year review of toxic leadership in higher education. International Journal of Leadership in Education, 23(5), 538–551.
Suseno, B. D., Nuryanto, U. W., Fidziah, F., Silalahi, S., Saefullah, E., Saleh, M., Tabroni, T., Abduh, E. M., Salapudin, S., & Quraysin, I. (2023). Manajemen sumber daya manusia.
Youssef-Morgan, C. M., van Zyl, L. E., & Ahrens, B. L. (2022). The work gratitude scale: development and evaluation of a multidimensional measure. Frontiers in Psychology, 12, 795328.
Zhu, Y., & Zhang, D. (2021). Workplace ostracism and counterproductive work behaviors: the chain mediating role of anger and turnover intention. Frontiers in Psychology, 12, 761560.
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Thalia Altamilano Pramudya, Rostiana, I Made Budiana
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
