How transformational leadership influences follower helping behavior: The role of trust and prosocial motivation

By Yue Zhu, S. Akhtar. 2014

225 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/f9e1c2355d33b9c6e5009106a5b2c0d48a45f260

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Communication

1. Le Zhou
2. Junqi Shi
3. Adam M. Grant
4. S. Cheung
5. Yaping Gong
6. M. Bolino
7. Mo Wang
8. David G. Collings

In Organizational Behavior and Human Resource Management

1. M. Bolino
2. Mo Wang
3. Adam M. Grant
4. Junqi Shi
5. Anil Kumar Bhat
6. Le Zhou
7. Xiang Ding
8. Qian Li

Citations in the corpus

• Linking transformational leadership and work outcomes in temporary organizations: A social identity approach (2017, background): “…is found to contribute to ‘team-supporting behaviors’ (Zhang et al., 2011) within organizations and act as a crucial enabler of improved employee work outcomes, including attitude, behavior, and performance (Avolio et al., 2004; Bono and Judge, 2003; Yammarino et al., 1993; Zhu and Akhtar, 2014a).”
• Innovative behaviour: how much transformational leadership do you need? (2018, unknown): “…leadership, which is focused on establishing an exchange relationship with followers to achieve specified goals for rewards but is considered While transactional leadership is an important basis for effective leadership, it is insufficient to motivate innovative behaviour (Zhu and Akhtar, 2014).”
• Reviewing Leadership Styles: Overlaps and the Need for a New ‘Full‐Range’ Theory (2017, unknown): “…and team performance; affectand cognitive-based trust mediates the relationship between transformational leadership and employee helping behavior (Zhu and Akhtar 2014); psychological empowerment mediates the relationship between transformational leadership and employee task-performance and OCB…”
• The Bright Side of Being Prosocial at Work, and the Dark Side, Too: A Review and Agenda for Research on Other-Oriented Motives, Behavior, and Impact in Organizations (2016, methodology): “Zhu and Akhtar (2014) Prosocial motivation, using a five-item scale developed by Grant and Sumanth (2009) Prosocial motivation plays a key role in explaining how transformational leadership influences the helping behavior of followers.”
• Mediating Role of Prosocial Motivation in Predicting Social Entrepreneurial Intentions (2020, background): “Previous research studies linked prosocial motivation to a number of positive outcomes like transformational leadership (Zhu and Akhtar 2014), team effectiveness (Hu and Liden 2015), charity (Scharf 2014) and social entrepreneur (Miller et al. 2012).”
• When and how does functional diversity influence team innovation? The mediating role of knowledge sharing and the moderation role of affect-based trust in a team (2016, background): “Employees are likely to have greater affect-based trust in their leaders who display servant-oriented behavior (e.g. an emphasis on serving others and teamwork, building a sense of community and sharing power; Schaubroeck et al., 2011), and who convey care and consideration (Zhu and Akhtar, 2014).”