THE INFLUENCE OF TOXIC WORKPLACE BEHAVIOR ON TURNOVER INTENTION AMONG GENERATION Z EMPLOYEES: THE MEDIATING ROLE OF PERCEIVED PSYCHOLOGICAL SAFETY

Purpose – The purpose of this research was to study the influence of toxic workplace behavior, focusing on toxic leadership and workplace incivility, on the turnover intention of Generation Z employees through perceived psychological safety in the workplace. Methodology – The research methodology was quantitative with survey method using questionnaires for data collection. The respondents were 400 participants who are Generation Z full-time employees living in the Bangkok Metropolitan Region. Descriptive statistics used for data analysis included frequency, percentage, mean, and standard deviation. Due to hypothesis testing, inferential statistics were used, specifically Pearson's Product Moment Correlation Coefficient and Partial Least Squares-Structural Equation Modeling (PLS-SEM). Results – The research results indicated that toxic leadership and workplace incivility had a positive and significant effect on turnover intention at a significance level of 0.05. In addition, perceived psychological safety had a significant negative effect on turnover intention at a significance level of 0.001, confirming its role in mitigating employee turnover. The results also revealed that both toxic leadership and workplace incivility significantly reduced perceived psychological safety at a significance level of 0.001. Moreover, the mediation analysis demonstrated that these toxic workplace behaviors indirectly increased turnover intention by reducing perceived psychological safety, also at a significance level of 0.001. Implications – The findings suggest organizations should prioritize psychological safety to reduce turnover among Generation Z employees by implementing supportive leadership behaviors, comprehensive training programs, and clear policies addressing toxic behaviors. Organizations must recognize that younger generations have lower tolerance for violations of personal rights and freedoms, requiring adaptations to management practices. Originality/Value – This research revealed how toxic leadership and workplace incivility affect Generation Z employees' turnover intentions through perceived psychological safety. By examining generational differences in workplace expectations, the research provided guidance for organizations to develop leadership practices and workplace cultures that align with younger workers' needs, supporting long-term organizational sustainability.