Purpose

This study aims to investigate how different kinds of leadership styles (transformational and transactional leadership) influence different components of trust (affect-based and cognition-based trust), mediated by organisational justice mechanisms (distributive, procedural and interactional justice) during COVID-19 conditions in South Africa.

Design/methodology/approach

This study conducted a quantitative study by collecting survey data from 366 leaders in three organisations in South Africa, using valid and reliable scales. Given the number of latent constructs, the statistical technique used for this research was partial least squares-structural equation modelling, which enabled the authors to evaluate the strength and significance of the mediating relationships.

Findings

Findings show unexpectedly that neither distributive nor procedural justice has any significant mediating effect between transformational and transactional leadership and between the components of trust (affect-based and cognition-based trust). However, interactional justice was found to have a significant positive mediating effect between transactional leadership and affect-based trust as well as cognition-based trust. The same did not apply to transformational leadership.

Originality/value

Given the context of this study, which was conducted during the COVID-19 pandemic, these findings support the notion that it is the responsibility of leaders in organisations to communicate effectively, clearly and transparently to their followers at all times but particularly during times of extreme uncertainty. These increased levels of perceived fairness result in the development of trust within the organisation.

中文翻译：

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组织正义机制在南非 COVID-19 期间调解领导风格、基于认知和情感的信任

目的

本研究旨在调查不同类型的领导风格（变革型和交易型领导）如何影响信任的不同组成部分（基于情感和基于认知的信任），在 COVID-19 期间由组织正义机制（分配正义、程序正义和互动正义）介导南非的情况。

设计/方法/方法

本研究通过收集来自南非三个组织的 366 位领导者的调查数据，使用有效且可靠的量表进行了定量研究。考虑到潜在结构的数量，本研究使用的统计技术是偏最小二乘结构方程建模，这使作者能够评估中介关系的强度和重要性。

发现

研究结果出乎意料地表明，分配正义和程序正义在变革型领导和交易型领导之间以及信任的组成部分（基于情感和基于认知的信任）之间都没有任何显着的中介作用。然而，交互公平在交易型领导与基于情感的信任以及基于认知的信任之间具有显着的正向中介作用。这同样不适用于变革型领导。

原创性/价值

鉴于这项研究的背景是在 COVID-19 大流行期间进行的，这些发现支持这样一种观点，即组织中的领导者有责任始终有效、清晰和透明地与其追随者进行沟通，尤其是在极端情况下不确定。这些感知公平水平的提高导致了组织内信任的发展。