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Contribution Details
| Type | Journal Article |
| Scope | Discipline-based scholarship |
| Title | Transformational leadership climate: Performance linkages, mechanisms, and boundary conditions at the organizational level |
| Organization Unit |
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| Authors |
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| Item Subtype | Original Work |
| Refereed | Yes |
| Status | Published in final form |
| Language |
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| Journal Title | The Leadership Quarterly |
| Publisher | Elsevier |
| Geographical Reach | international |
| ISSN | 1048-9843 |
| Volume | 22 |
| Number | 5 |
| Page Range | 893 - 909 |
| Date | 2011 |
| Abstract Text | Transformational leadership (TFL) climate describes the degree to which leaders throughout an organization engage in TFL behaviors. In this study, we investigate performance linkages, mechanisms, and boundary conditions of TFL climate at the organizational level of analysis. In a sample of 158 independent organizations, 18'094 employees provided data on TFL climate, positive affective climate, trust climate, and employees' task performance behavior and organizationalcitizenship behavior. In addition, human resource managers rated overall employee productivity. Study results yielded a pattern of moderated mediation for overall employee productivity and employees' aggregate task performance behavior, in that an organization's TFL climate was indirectly (through positive affective climate) related with these outcome variables under conditions of high trust climate, but not underconditions of low trust climate. Further, we found an organization's TFLclimate to indirectly relate with employees' aggregate organizational citizenship behavior through positive affective climate, largely independent of the level of trust climate. |
| Official URL | http://dx.doi.org/10.1016/j.leaqua.2011.07.010 |
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