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Positive Organizational Genes and Their Role in Reducing Toxic Leadership Behaviors An Exploratory Research for A Sample of Employees in Iraqi Private Banks / Baghdad | ||
| TANMIYAT AL-RAFIDAIN | ||
| Volume 43, Issue 144, December 2024, Pages 437-462 PDF (801.49 K) | ||
| Document Type: Research Paper | ||
| DOI: 10.33899/tanra.2024.185430.1026 | ||
| Author | ||
| Huda Q. Saeed* | ||
| Ministry of Higher Education and Scientific Research, Baghdad, Iraq. | ||
| Abstract | ||
| The research aims to shed light on positive organizational genes and their role in reducing toxic leadership behaviors, considering that positive organizational genes variables contribute to building a supportive, positive and healthy organizational environment capable of reducing the presence of the toxic leader and restricting his practices and directing his behaviors towards positive values, principles and culture within the organization, through a survey of the opinions of a sample of employees in private banks in Baghdad, numbering (100) individuals. The questionnaire was used as a primary tool for collecting data and information, and their answers were analyzed using the statistical program (SPSS) in entering and analyzing data. The most important tools are arithmetic means, standard deviations, factor analysis method and regression equation. The research reached a number of results, the most prominent of which were: Decision quality ranked first among the dimensions, indicating its importance within banks, followed by decision-making rights that would contribute to reducing the practices of the toxic leader. The results also showed agreement among the sample on the dimension of abusive supervision by the toxic leader and the tendencies of some leaders to be aggressive in dealing and frustrating employees. There is a correlation between the dimensions of organizational genes and toxic leadership behaviors. The research recommends: paying attention to enhancing human practices among leaders and considering them an essential part of their evaluation and continuity in positions, as well as working to develop the behavior of working individuals to participate and work and emphasizing the selection of individuals in leadership and administrative positions on ethical and professional foundations and standards to limit the behavior of toxic leaders within banks. | ||
| Keywords | ||
| Regulatory genes; toxic leadership; information quality; decision-making power; abusive supervision; narcissism; self-promotion; unpredictability; authoritarian leadership | ||
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