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ABSTRACT
The purpose of this study is to test the effect of job stress on job satisfaction, to define whether the employees' perceptions of a toxic leader have an effect on the significant relationship between these two variables. If there are any affects, determine whether the toxic leadership is a partial or full moderating force, and make suggestions which will increase the welfare of the organization for employees. In line with this purpose, the data for the study has been obtained from 124 workers. As a result of analysis performed, a significant relationship has been found between job stress and job satisfaction. It has been determined that, as a result of a multiple regression analysis on the mediating effect, a toxic leader perception is a partial moderator variable on the effect of job stress on job satisfaction, and that a 1-unit increase in job stress resulted in a decrease of 0.308 units on a job satisfaction scale, while a 1-unit increase in toxicity perception resulted in a decrease of 0.111 units on the job satisfaction scale.
JEL Classifications: M1, M12, M19
Keywords: toxic leader; job satisfaction; job stress; mediator variable; organizational climate
I. INTRODUCTION
"Job satisfaction" is expressed as a reaction of employees to the situation at the workplace (Yeh and Hsieh, 2017), and can also be defined as a cognitive, emotional and an evaluating reaction to various dimensions of an individual's job (Djordjević, 2017). In other words, "job satisfaction" refers to the individual's occupation-related attitudes towards factors such as the job itself, managers, colleagues, working conditions, wages, rewards, and recognition (Sharma, 2017). Job satisfaction is a complex, multidimensional concept explored in a wide range of interdisciplinary trades, such as organizational psychology, business, marketing, management, human resources and sociology (Zheng et al., 2017). The main reason why job satisfaction became such an intense area of work is the effect on various organizational outputs, such as commitment, performance, and recognition. Therefore, job satisfaction is an extremely important indicator for both an organization and its employees (Yeh and Hsieh, 2017). Job satisfaction has been examined at an individual level and in an organizational context, because of it, more attention has been given to this topic (Judge et al., 2002). Factors affecting job satisfaction at the individual...