The purpose of this research is to ascertain how different toxic leadership dimensions such as narcissism, abusive supervision, self-promotion, unpredictable behavior, and authoritarian leadership—affect turnover intentions both directly and indirectly. Furthermore, it looks into the possible mediating effect that workplace rudeness—which includes hostility, invasions of privacy, exclusionary behavior, and gossip—may have in this relationship. A quantitative method was used, with 257 employees of public commercial banks in the Dakahlia Governorate receiving an online questionnaire. The research hypotheses were assessed using structural equation modeling methodology, which was made possible by the use of Amos v.23 software. was used to assess the research theories. With regard to the direct effects, the findings showed that all aspects of toxic leadership, with the exception of unpredictability, which had no significant impact on turnover intention, also affected the dimensions of workplace incivility, with the exception of gossiping. Additionally, self-promotion had no significant impact on exclusionary behavior, unpredictability had no significant impact on hostility, and gossiping had no significant impact on exclusionary behavior. Regarding the indirect impacts, it was discovered that, aside from gossiping, which does not act as a mediator in this relationship, aspects of workplace incivility mediate the association between toxic leadership and turnover intention. Consequently, the study provides partial support for all hypotheses posited.