“…The findings suggest that II denoted several elements of toxicity that included for example (a) repeated disruptive behaviors (Grandy & Starratt, 2010), (b) ineffective resources that affected participants' efficacy (Einarsen et al, 2007), (c) diffusion of negative emotional contagion that caused destructiveness within the workplace (Goldman, 2008), and (d) intentions to victimize, bully, and intimidate (Krasikova et al, 2013;Tepper et al, 2011) Furthermore, participants' responses suggest that vagueness, inaction, and tainted intentions negatively influenced morale, teamwork, engagement, and innovative work behaviors. Therefore, findings concur that leaders have the responsibility to uphold an ethical code of conduct, sustain unadulterated intentionality, and practice ongoing reflection to improve (Bowerman, 2018;Hoffman, 2018;Millier & Bellamy, 2014;Mowchan et al 2015;Sergio et al, 2015).…”