{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,8,8]],"date-time":"2026-08-08T05:44:17Z","timestamp":1786167857486,"version":"build-2736575974"},"update-to":[{"DOI":"10.12688\/f1000research.171577.1","type":"new_version","label":"New version","source":"publisher","updated":{"date-parts":[[2026,8,8]],"date-time":"2026-08-08T00:00:00Z","timestamp":1786147200000}}],"reference-count":49,"publisher":"F1000 Research Ltd","license":[{"start":{"date-parts":[[2026,8,8]],"date-time":"2026-08-08T00:00:00Z","timestamp":1786147200000},"content-version":"tdm","delay-in-days":0,"URL":"https:\/\/creativecommons.org\/licenses\/by\/4.0\/"}],"content-domain":{"domain":["f1000research.com"],"crossmark-restriction":false},"short-container-title":["F1000Res"],"abstract":"<ns5:p>Background This study deals with the issue of toxic leadership and employees\u2019 well-being, its effect on employees\u2019 turnover among various industry sectors in the United Arab Emirates (UAE) and to gauge the moderating effect of organizational commitment, shift timing, and industry sector. Toxic leadership was consistently associated with adverse consequences for the employee but few studies have explored the relationship between both in a cross-sector, UAE-based context. Based on Social Exchange Theory, Psychological Contract Theory, and Conservation of Resources Theory, it elaborates an empirical model to make a holistic explanation of the impact of destructive leadership behaviors on employee attitude and the outcomes of the workplace. Furthermore, the study was quantitative, and data were obtained from 300 workers from different industries in the UAE. Statistically, the data were analyzed by simple regression techniques and Structural Equation Modelling (SEM), which is used to find the direct and moderated relationships between variables. Furthermore, our findings indicated that toxic leadership was found to be a significant predictor of employee turnover and a significant determinant of employee well-being; however, the direction of the relationship was an unexpected result and deserves further consideration through the study of procedures and the operationalisations of constructs. Organizational commitment had a significant impact on the prevention of turnover and had limited buffering against toxic leadership. There were limited and negligible moderating influences for shift timing and industry sector. Furthermore, the present study adds new contexts to the previous ones by adding workplace contexts and adds empirical evidence within the context of the UAE. The results also have practical consequences for employee support programmes, measures for employee retention and leadership development programmes in order to create a more sustainable working environment.<\/ns5:p>","DOI":"10.12688\/f1000research.171577.2","type":"journal-article","created":{"date-parts":[[2026,8,8]],"date-time":"2026-08-08T05:24:08Z","timestamp":1786166648000},"page":"35","update-policy":"https:\/\/doi.org\/10.12688\/f1000research.crossmark-policy","source":"Crossref","is-referenced-by-count":0,"title":["Understanding the Link Between Toxic Leadership and Employee Well-being: The Interplay of Employee Turnover, Organizational commitment, Shift timing &amp; Industry Sector"],"prefix":"10.12688","volume":"15","author":[{"ORCID":"https:\/\/orcid.org\/0009-0007-0620-8784","authenticated-orcid":false,"given":"Abhishek","family":"Shukla","sequence":"first","affiliation":[{"name":"Academic City Dubai Manipal Academy of Higher Education - Dubai Campus"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0000-0002-2481-1487","authenticated-orcid":false,"given":"BR","family":"Santosh","sequence":"additional","affiliation":[{"name":"Department of Commerce Manipal Manipal Institute of Commerce, Finance and Economics, Manipal Academy of Higher Education"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"ORCID":"https:\/\/orcid.org\/0000-0002-6070-9455","authenticated-orcid":false,"given":"Sangeetha","family":"Vinod","sequence":"additional","affiliation":[{"name":"Academic City Dubai Manipal Academy of Higher Education - Dubai Campus"}],"role":[{"vocabulary":"crossref","role":"author"}]}],"member":"2560","published-online":{"date-parts":[[2026,8,8]]},"reference":[{"key":"ref1","doi-asserted-by":"publisher","DOI":"10.5281\/zenodo.17776970","author":"S Abhishek","year":"2025","journal-title":"Zenodo."},{"key":"ref2","doi-asserted-by":"publisher","first-page":"669","DOI":"10.1186\/s12912-024-02308-x","article-title":"The effect of toxic leadership on workplace deviance: the mediating effect of emotional exhaustion, and the moderating effect of organizational cynicism.","volume":"23","author":"A Ahmed","year":"2024","journal-title":"BMC Nurs."},{"key":"ref3","doi-asserted-by":"crossref","first-page":"09-16","DOI":"10.22271\/maths.2024.v9.i3a.1721","article-title":"Exploring SPSS statistics for data mining and statistical modeling.","volume":"9","author":"K Attwal","year":"2024","journal-title":"International Journal of Statistics and Applied Mathematics."},{"key":"ref4","doi-asserted-by":"crossref","first-page":"88","DOI":"10.33788\/rcis.66.6","article-title":"Toxic leadership and turnover intention: Mediating role of job satisfaction.","volume":"66","author":"E Bakkal","year":"2019","journal-title":"Revista de cercetare si interventie sociala."},{"key":"ref52","doi-asserted-by":"publisher","DOI":"10.53841\/bpsrep.2021.inf180","article-title":"BPS code of human research ethics.","year":"2021","journal-title":"Br. 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The manuscript has been carefully revised, and all changes have been highlighted in the attached tracked-changes version.  \n<b>Comment 1. Theoretical Framing and Conceptual Clarity<\/b>  \n<b>Response:<\/b> Thank you for this valuable observation. The theoretical framing of the manuscript has been strengthened to provide a clearer explanation of the complementary roles of Social Exchange Theory (SET), Psychological Contract Theory (PCT), and Conservation of Resources (COR) Theory in explaining the effects of toxic leadership on employee outcomes. The revised manuscript now explains more clearly how SET accounts for reciprocal employee responses to leadership behaviour, PCT explains employees' reactions when perceived organisational obligations are not fulfilled, and COR Theory explains the depletion of employees' emotional and psychological resources under toxic leadership. Collectively, these theoretical perspectives provide a stronger foundation for the proposed hypotheses and improve the overall conceptual coherence of the study. Conceptual clarity has also been improved throughout the manuscript by consistently distinguishing between employee well-being, organisational commitment, turnover intention, and workplace behaviour, with terminology standardised across all sections. References to &quot;workplace behaviour&quot; within the structural model have been revised to ensure consistency with the study constructs. The concern regarding the unexpected positive relationship between toxic leadership and employee well-being has also been addressed. The revised manuscript now explicitly acknowledges that this finding is inconsistent with the theoretical expectations and previous empirical literature. The discussion has been expanded to examine possible methodological explanations, including reverse coding procedures, questionnaire scaling, construct operationalisation, response bias, and potential statistical suppression effects, and the finding is interpreted more cautiously rather than being presented as evidence that toxic leadership improves employee well-being.  \n<b>Comment 2. Methodology and Research Design  Response:<\/b> The methodology section has been revised to provide greater clarity and transparency regarding the research design. The sampling strategy has been described more systematically by expanding the explanation of the stratified random sampling procedure, respondent selection process, sector representation, response rate, and the inclusion and exclusion criteria. Additional demographic information has also been incorporated to provide a clearer profile of the study sample. To strengthen the measurement model assessment, the revised manuscript now reports Cronbach's alpha, Composite Reliability (CR), Average Variance Extracted (AVE), discriminant validity, the Fornell\u2013Larcker criterion, HTMT ratios, and Variance Inflation Factor (VIF), thereby strengthening the assessment of construct reliability and validity. The possibility of common method bias has also been addressed through both procedural and statistical approaches. The manuscript now describes measures adopted during questionnaire administration to minimise response bias and reports the results of Harman's Single Factor Test to assess the potential influence of common method variance. The ethical considerations have likewise been expanded. Although the study was exempt from formal ethical review, the revised manuscript now provides a clearer explanation of the procedures implemented to safeguard participants, including informed consent, voluntary participation, confidentiality, anonymity, secure data handling, and participants' right to withdraw from the study.  \n<b>Comment 3. Analysis and Interpretation of Results  Response:<\/b> The analysis and interpretation of the findings have been revised to improve consistency and provide a more balanced discussion. The manuscript now acknowledges that the positive regression coefficient observed between toxic leadership and employee well-being is inconsistent with the theoretical framework and previous empirical evidence. Rather than drawing definitive conclusions from this unexpected result, the discussion has been expanded to consider possible methodological explanations, including measurement-related issues, and the finding is interpreted with appropriate caution. The interpretation of the moderation analyses has also been refined by distinguishing between statistical significance and practical significance. Where interaction effects produce only limited increases in explained variance, the discussion now recognises that their practical implications should be interpreted cautiously.&nbsp; The Structural Equation Modelling (SEM) section has also been strengthened by clearly identifying the software used (IBM SPSS Amos), describing the model estimation procedures, reporting the model fit indices, and explaining the rationale for combining regression analysis with SEM. In addition, the discussion now provides a more balanced interpretation of the model fit statistics, including the reported NFI value, by evaluating the overall model fit using multiple established indices rather than relying on a single measure.  \n<b>Comment 4. Originality and Contribution  Response:<\/b> The research gap section has been revised to provide a more coherent explanation of the rationale for the study and the limitations of previous research. The manuscript now emphasises the integrated examination of toxic leadership, employee well-being, turnover intention, organisational commitment, shift timing, and industry sector within a single conceptual framework, while highlighting the relevance of examining these relationships within the multicultural organisational context of the United Arab Emirates. The discussion of the study's contribution has also been strengthened by providing a clearer explanation of its theoretical, methodological, and practical significance. Rather than examining these variables in isolation, the study brings them together within a unified framework, thereby offering additional insights into the mechanisms through which toxic leadership influences employee outcomes across diverse organisational settings.  \n<b>Comment 5. Writing Quality and Organization  <b>Response:<\/b><\/b> The manuscript has undergone language editing and structural revision to improve clarity, readability, and overall coherence. Repetitive explanations and duplicated material have been reduced, terminology has been standardised, and grammatical issues have been corrected to improve the overall quality of the manuscript. The discussion section has also been revised to place greater emphasis on interpreting the findings in relation to the theoretical framework and existing literature while reducing unnecessary repetition of statistical results already presented in the Results section. These revisions have improved the organisation, consistency, and overall readability of the manuscript. This version stays closely aligned with the revisions reflected in the manuscript, avoids overstating the extent of the changes, and reads in a natural academic style appropriate for an author response to reviewers.","URL":"https:\/\/f1000research.com\/articles\/15-35\/v2#referee-comment-16738","order":1,"name":"referee-comment-16738","label":"Referee Comment","group":{"name":"article-reports","label":"Article Reports"}},{"value":"10.5256\/f1000research.189198.r494900, Aarti Sharma, IIHMR UNIVERSITY, Jaipur, Rajasthan, 08 Jul 2026, version 1, 1 approved, 1 approved with reservations","URL":"https:\/\/f1000research.com\/articles\/15-35\/v1#referee-response-494900","order":2,"name":"referee-response-494900","label":"Referee Report","group":{"name":"article-reports","label":"Article Reports"}},{"value":"The author(s) declared that no grants were involved in supporting this work","order":3,"name":"grant-information","label":"Grant Information"},{"value":"This is an open access article distributed under the terms of the Creative Commons Attribution Licence, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.","order":0,"name":"copyright-info","label":"Copyright"}]}}