The Effect of Dark Leadership on Organizational Commitment: A Research in The Banking Sector

Abstract

Purpose –The purpose of this study is to examine the impacts of dark leadership on organizational commitment. As opposed to the positive leadership styles’ benefits, it is expected to see a negative impact of the negative leadership styles on organizational commitment. Dark leadership is a term to describe the leadership in a context where the leaders’ negative personality traits negatively affect the organizational decision-making and the public impression of the organization.Design/methodology/approach –In this study, there are 559 employees who work either in a bank branch or a general directorate of banking in Istanbul. To examine the impacts of the dark leadership on the bankers’ organizational commitment, “simple linear regression analysis” and “multiple linear regression analysis” are used.Findings–Study findings reveal a significant negative impact of the dark leadership on the bankers’ organizational commitment. Moreover, it is found that dark leadership has meaningful negative impacts on the bankers’ affective commitment and continuance commitment. Furthermore, findings show a positive impact of the dark leadership on the bankers’ normative commitment. There is limited empirical research related to the impacts of dark leadership on organizational commitment; therefore, this study aims to contribute to the gap in the human resources management, organizational behavior, and management and organizations literature.Discussion –It is possible to say that dark leadership should seek help from experts and/or institutions in order to prevent the negative effect of dark leadership on employees' organizational commitments. At this point, the human resources management unit plays an important role in identifying dark leaders.

Improving Organizational Commitment among Healthcare Employees in Angola: The Role of Psychological Capital and Perceived Transformational Leadership

“…Contrary to what was defined, the results presented did not confirm the positive influence of perceived transformational leadership on normative commitment and continuance commitment (H3b,c). As pointed out by [78], given normative commitment and continuance commitment are linked to involvement based on moral duty, on the one hand, and the high costs associated with leaving, on the other hand, employees may be indifferent to the leader's actions. Despite this, the lack of a positive influence of perceived transformational leadership on continuance commitment is consistent with studies developed by [79].…”

The Phenomenon of Dark Leadership A Conceptual Evaluation

“…Because of this, it is believed that they are more competent and impressive than other people. However, many studies have shown that leaders are not just composed of positive, ideal characteristics (Conger, 1990;Başar et al, 2016;Bahadır and Çakırel, 2022;Özdemir and Karaçınar, 2022). They even have some dysfunctional dark faces.…”