The Impact of Transactional and Transformational Leadership Style on Organizational Citizenship Behaviors

Abstract We investigated the impact of transactional and transformational leadership styles on organizational citizenship behaviors. The sample consisted of 213 workers of both genders who answered the Multifactorial Leadership Scale and the Organizational Citizenship Behaviors (OCB) Scale. The multiple linear regression showed that: the transactional leadership style positively predicted the OCB dimension associated to the creation of a climate favorable to the organization in the external environment; the transformational leadership style positively predicted the dimensions of OCB associated to the creative suggestions related to the system; to the creation of a favorable organizational climate in the external environment; to self-training and to cooperation among colleagues; transformational leadership style showed greater predictive power on OCB than transactional leadership. It was concluded that transformational leaders are more capable to lead their subordinates in order to take actions that go beyond their prescribed roles.

摘要：本研究探讨了交易型领导（transactional leadership）与变革型领导（transformational leadership）两种风格对组织公民行为（Organizational Citizenship Behaviors，OCB）的影响。研究样本涵盖213名不同性别的员工，所有受试者均填写了多因素领导量表（Multifactorial Leadership Scale）与OCB量表。多元线性回归分析结果显示：交易型领导风格可正向预测与构建外部环境中有利于组织的氛围相关的OCB维度；变革型领导风格则可正向预测以下OCB维度：与组织系统相关的建设性建言、构建外部有利组织氛围、自我培训以及同事间协作；且变革型领导风格对OCB的预测效力显著优于交易型领导风格。本研究最终得出结论：变革型领导者更能够引导下属做出超出其既定岗位角色的行为。