Despite the abundance of studies on leadership in the hospitality and tourism literature, employees’ perceptions of dark leadership and its potential outcomes have been subjected to limited empirical inquiries. With this realization, our paper proposes a conceptual model where workplace ostracism and absenteeism mediate the impact of Machiavellian leadership on turnover intentions in a sequential manner. To gauge these relationships , data were gathered from hospitality and tourism employees in the United Kingdom via Prolific, an online data collection platform. Results suggest that workplace ostracism mediates the influence of Machiavellian leadership on turnover intentions. This is also true for absenteeism that acts as a mediator between Machiavellian leadership and proclivity to quit. The empirical data support the hypothesis that workplace ostracism and absenteeism sequentially mediate the impact of Machiavellian leadership on turnover intentions. Contrary to our prediction, Machiavellian leadership does not significantly influence proclivity to quit.

尽管酒店和旅游文献中有大量关于领导力的研究，但员工对黑暗领导力的看法及其潜在结果受到有限的实证调查。有了这种认识，我们的论文提出了一个概念模型，在该模型中，工作场所排斥和旷工以顺序方式调解马基雅维利领导对离职意向的影响。为了衡量这些关系，我们通过在线数据收集平台 Prolific 从英国的酒店和旅游业员工那里收集了数据。结果表明，工作场所排斥调解了马基雅维利式领导对离职意向的影响。对于作为马基雅维利领导和辞职倾向之间的中介的旷工也是如此。实证数据支持这样的假设，即工作场所排斥和旷工依次调节马基雅维利领导对离职意向的影响。与我们的预测相反，马基雅维利领导不会显着影响辞职倾向。