How fairness impacts the perception of transformational leadership : the influence of organizational justice on perceived transformational leadership and the unique and mutual effects of these two factors on organizational outcomes

The aim of this dissertation project was to investigate the role of organizational justice on the perception of transformational leadership (TFL), and the unique and mutual influences of justice and TFL on individual organizational outcomes, such as affective organizational commitment (AOC), organizational citizenship behavior (OCB) and job satisfaction. Results of Study 1 revealed a significant influence of informational justice and voice (as subdimensions of organizational justice) on the perception of TFL. The relationship of these justice dimensions on AOC was mediated by perceived TFL and AOC mediated the influence of TFL on OCB. In Study 2 the influence of informational justice and voice was investigated on perceived transformational and passive-avoidant leadership. Again, informational justice and voice were significant and positive predictors of perceived TFL and this leadership behavior mediated their influence on job satisfaction. The influence of these justice dimensions on perceived passive-avoidant leadership was significantly negative. Study 3 tested the previous findings in an experimental setting. Ratings of TFL and AOC were highest in the condition where both informational justice as well as voice were present. The results confirmed a mediation of the relationship between the investigated justice dimensions and AOC by TFL. Overall, the results of this dissertation project provide empirical evidence that fair information and voice are important prerequisites of perceived TFL and this in turn has beneficial consequences. In all studies other dimensions of organizational justice showed significant and independent influences on the investigated outcomes showing that all aspects of organizational justice and TFL are relevant with regard to positive organizational outcomes. Zusammenfassung Ziel dieses Dissertations-Projekts war es, die Rolle organisationaler Gerechtigkeit für die Wahrnehmung transformationaler Führung (TF) zu untersuchen, sowie den unab