<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>1576-5962</journal-id>
<journal-title><![CDATA[Revista de Psicología del Trabajo y de las Organizaciones]]></journal-title>
<abbrev-journal-title><![CDATA[Rev. psicol. trab. organ.]]></abbrev-journal-title>
<issn>1576-5962</issn>
<publisher>
<publisher-name><![CDATA[Colegio Oficial de la Psicología de Madrid]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S1576-59622018000300007</article-id>
<article-id pub-id-type="doi">10.5093/jwop2018a21</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[Leadership styles and work attitudes: does age moderate their relationship?]]></article-title>
<article-title xml:lang="es"><![CDATA[Estilos de liderazgo y actitudes en el trabajo: ¿modera la edad su relación?]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Tziner]]></surname>
<given-names><![CDATA[Aharon]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Shkoler]]></surname>
<given-names><![CDATA[Or]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="A01">
<institution><![CDATA[,Netanya Academic College  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Israel</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>00</month>
<year>2018</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>00</month>
<year>2018</year>
</pub-date>
<volume>34</volume>
<numero>3</numero>
<fpage>195</fpage>
<lpage>201</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_arttext&amp;pid=S1576-59622018000300007&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_abstract&amp;pid=S1576-59622018000300007&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_pdf&amp;pid=S1576-59622018000300007&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[ABSTRACT The current study was conducted among employees in several organizations (N = 260). We investigated the relationships between the two leadership styles (the predictors) and several individual and organizational work outcomes among two age categories. For the young-to-adults age group, both transformational and transactional leadership associated positively with organizational justice; organizational justice associated positively with work commitment and work motivation; both transformational and transactional leadership associated positively with work motivation; and only transformational leadership associated positively with work commitment. Transactional leadership and work commitment were not significantly correlated. For the older group, transformational leadership associated positively with organizational justice; however, transactional leadership linked to it negatively. Organizational justice associated positively only with work commitment. Organizational justice and work motivation were not significantly related. Important implications are discussed.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[RESUMEN Este estudio se llevó a cabo en empleados de diversas empresas (N = 260). Investigamos las relaciones que había entre los dos estilos de liderazgo (predictores) y diversos resultados laborales tanto individuales como de la organización en dos categorías de edad. En el grupo de edad de joven a adulto, tanto el liderazgo transformacional como el transaccional se asociaron positivamente con la justicia organizacional; la justicia organizacional se asoció positivamente con el compromiso de trabajo y con la motivación de trabajo; el liderazgo tranformacional y el transaccional se asociaron positivamente con la motivación de trabajo, y únicamente el liderazgo transformacional se asoció positivamente con el compromiso de trabajo. El liderazgo transaccional y el compromiso de trabajo no correlacionaron signficativamente. En el grupo de más edad, el liderazgo transformacional se asoció positivamente con la justicia organizacional; sin embargo, el liderazgo transaccional se relacionó con ella negativamente. La justicia organizacional se asoció positivamente solo con el compromiso de trabajo. La justicia organizacional y la motivación de trabajo no se relacionaron significativamente. Importantes implicaciones se discuten.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[Organizational justice]]></kwd>
<kwd lng="en"><![CDATA[Work commitment]]></kwd>
<kwd lng="en"><![CDATA[Transformational leadership]]></kwd>
<kwd lng="en"><![CDATA[Transactional leadership]]></kwd>
<kwd lng="en"><![CDATA[Age group]]></kwd>
<kwd lng="es"><![CDATA[Justicia organizacional]]></kwd>
<kwd lng="es"><![CDATA[Compromiso de trabajo]]></kwd>
<kwd lng="es"><![CDATA[Liderazgo transformacional]]></kwd>
<kwd lng="es"><![CDATA[Liderazgo transaccional]]></kwd>
<kwd lng="es"><![CDATA[Grupo de edad]]></kwd>
</kwd-group>
</article-meta>
</front><back>
<ref-list>
<ref id="B1">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Adams]]></surname>
<given-names><![CDATA[J. S.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Inequity in social exchange]]></article-title>
<source><![CDATA[Advances in Experimental Social Psychology]]></source>
<year>1965</year>
<volume>2</volume>
<page-range>267-99</page-range></nlm-citation>
</ref>
<ref id="B2">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Allen]]></surname>
<given-names><![CDATA[N. J]]></given-names>
</name>
<name>
<surname><![CDATA[Meyer]]></surname>
<given-names><![CDATA[J. P.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The measurement and antecedents of affective, continuance, and normative commitment to the organization]]></article-title>
<source><![CDATA[Journal of Occupational Psychology]]></source>
<year>1990</year>
<volume>63</volume>
<page-range>1-18</page-range></nlm-citation>
</ref>
<ref id="B3">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Andrews]]></surname>
<given-names><![CDATA[M. C]]></given-names>
</name>
<name>
<surname><![CDATA[Kacmar]]></surname>
<given-names><![CDATA[K. M]]></given-names>
</name>
<name>
<surname><![CDATA[Blakely]]></surname>
<given-names><![CDATA[G. L]]></given-names>
</name>
<name>
<surname><![CDATA[Bucklew]]></surname>
<given-names><![CDATA[N. S.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Group cohesion as an enhancement to the justice&#8212;affective commitment relationship]]></article-title>
<source><![CDATA[Group &amp; Organization Management]]></source>
<year>2008</year>
<volume>33</volume>
<page-range>736-55</page-range></nlm-citation>
</ref>
<ref id="B4">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Arsenault]]></surname>
<given-names><![CDATA[P. M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Validating generational differences: A legitimate diversity and leadership issue]]></article-title>
<source><![CDATA[Leadership &amp; Organization Development Journal]]></source>
<year>2004</year>
<volume>25</volume>
<page-range>124-41</page-range></nlm-citation>
</ref>
<ref id="B5">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Avolio]]></surname>
<given-names><![CDATA[B. J]]></given-names>
</name>
<name>
<surname><![CDATA[Bass]]></surname>
<given-names><![CDATA[B. M.]]></given-names>
</name>
</person-group>
<source><![CDATA[The full range of leadership development]]></source>
<year>1991</year>
<publisher-loc><![CDATA[New York, NY ]]></publisher-loc>
<publisher-name><![CDATA[Bass, Avolio &amp; Associates]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B6">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Avolio]]></surname>
<given-names><![CDATA[B. J]]></given-names>
</name>
<name>
<surname><![CDATA[Walumbwa]]></surname>
<given-names><![CDATA[F. O]]></given-names>
</name>
<name>
<surname><![CDATA[Weber]]></surname>
<given-names><![CDATA[T. J.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Leadership: Current theories, research and future directions]]></article-title>
<source><![CDATA[Annual Review of Psychology]]></source>
<year>2009</year>
<volume>60</volume>
<page-range>421-48</page-range></nlm-citation>
</ref>
<ref id="B7">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Baron]]></surname>
<given-names><![CDATA[R. M]]></given-names>
</name>
<name>
<surname><![CDATA[Kenny]]></surname>
<given-names><![CDATA[D. A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The moderator-mediator variable distinction in social psychological research: Conceptual, strategic and statistical considerations]]></article-title>
<source><![CDATA[Journal of Personality and Social Psychology]]></source>
<year>1986</year>
<volume>51</volume>
<page-range>1173-82</page-range></nlm-citation>
</ref>
<ref id="B8">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Bass]]></surname>
<given-names><![CDATA[B. M.]]></given-names>
</name>
</person-group>
<source><![CDATA[Leadership and performance beyond expectations]]></source>
<year>1985</year>
<publisher-loc><![CDATA[New York, NY ]]></publisher-loc>
<publisher-name><![CDATA[Free Press]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B9">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Bass]]></surname>
<given-names><![CDATA[B. M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[From transactional to transformational leadership: Learning to share the vision]]></article-title>
<person-group person-group-type="editor">
<name>
<surname><![CDATA[Vecchio]]></surname>
<given-names><![CDATA[R. P.]]></given-names>
</name>
</person-group>
<source><![CDATA[Leadership: Understanding the dynamics of power and influence in organizations]]></source>
<year>2007</year>
<edition>2nd ed.</edition>
<page-range>302-17</page-range><publisher-loc><![CDATA[Notre Dame ]]></publisher-loc>
<publisher-name><![CDATA[University of Notre Dame Press]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B10">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Bobocel]]></surname>
<given-names><![CDATA[D. R]]></given-names>
</name>
<name>
<surname><![CDATA[Hafer]]></surname>
<given-names><![CDATA[C. L.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Justice motive theory and the study of justice in work organizations: A conceptual integration: Commentary on the special section dealing with strain in the workplace: A just world perspective]]></article-title>
<source><![CDATA[European Psychologist]]></source>
<year>2007</year>
<volume>12</volume>
<page-range>283-9</page-range></nlm-citation>
</ref>
<ref id="B11">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Byrne]]></surname>
<given-names><![CDATA[B. M.]]></given-names>
</name>
</person-group>
<source><![CDATA[Structural equation modelling with AMOS: Basic concepts, applications and programming]]></source>
<year>2010</year>
<edition>2nd ed.</edition>
<publisher-loc><![CDATA[New York, NY ]]></publisher-loc>
<publisher-name><![CDATA[Taylor &amp; Francis Group.]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B12">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Carter]]></surname>
<given-names><![CDATA[M. Z]]></given-names>
</name>
<name>
<surname><![CDATA[Mossholder]]></surname>
<given-names><![CDATA[K. W]]></given-names>
</name>
<name>
<surname><![CDATA[Harris]]></surname>
<given-names><![CDATA[J. N.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Congruence effects of contingent reward leadership intended and experienced on team effectiveness: The mediating role of distributive justice climate]]></article-title>
<source><![CDATA[Journal of Occupational and Organizational Psychology]]></source>
<year>2018</year>
<volume>91</volume>
<page-range>465-85</page-range></nlm-citation>
</ref>
<ref id="B13">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Colquitt]]></surname>
<given-names><![CDATA[J.A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[On the dimensionality of organizational justice: A construct validation of a measure]]></article-title>
<source><![CDATA[Journal of Applied Psychology]]></source>
<year>2001</year>
<volume>86</volume>
<page-range>386-400</page-range></nlm-citation>
</ref>
<ref id="B14">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Cropanzano]]></surname>
<given-names><![CDATA[R]]></given-names>
</name>
<name>
<surname><![CDATA[Prehar]]></surname>
<given-names><![CDATA[C.A]]></given-names>
</name>
<name>
<surname><![CDATA[Chen]]></surname>
<given-names><![CDATA[P.Y.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Using social exchange theory to distinguish procedural from interactional justice]]></article-title>
<source><![CDATA[Group &amp; Organization Management]]></source>
<year>2002</year>
<volume>27</volume>
<page-range>324-51</page-range></nlm-citation>
</ref>
<ref id="B15">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Dai]]></surname>
<given-names><![CDATA[Y. D]]></given-names>
</name>
<name>
<surname><![CDATA[Dai]]></surname>
<given-names><![CDATA[Y. Y]]></given-names>
</name>
<name>
<surname><![CDATA[Chen]]></surname>
<given-names><![CDATA[K. Y]]></given-names>
</name>
<name>
<surname><![CDATA[Wu]]></surname>
<given-names><![CDATA[H. C.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Transformational vs. transactional leadership: Which is better? A study on employees of international tourist hotels in Taipei City]]></article-title>
<source><![CDATA[International Journal of Contemporary Hospitality Management]]></source>
<year>2013</year>
<volume>25</volume>
<page-range>760-78</page-range></nlm-citation>
</ref>
<ref id="B16">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Eberly]]></surname>
<given-names><![CDATA[M. B]]></given-names>
</name>
<name>
<surname><![CDATA[Johnson]]></surname>
<given-names><![CDATA[M. D]]></given-names>
</name>
<name>
<surname><![CDATA[Hernandez]]></surname>
<given-names><![CDATA[M]]></given-names>
</name>
<name>
<surname><![CDATA[Avolio]]></surname>
<given-names><![CDATA[B. J.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[An integrative process model of leadership: Examining loci, mechanisms, and event cycles]]></article-title>
<source><![CDATA[American Psychologist]]></source>
<year>2013</year>
<volume>68</volume>
<page-range>427-43</page-range></nlm-citation>
</ref>
<ref id="B17">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Fein]]></surname>
<given-names><![CDATA[E. C]]></given-names>
</name>
<name>
<surname><![CDATA[Tziner]]></surname>
<given-names><![CDATA[A]]></given-names>
</name>
<name>
<surname><![CDATA[Vasiliu]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Age cohort effects, gender, and Romanian leadership preferences]]></article-title>
<source><![CDATA[Journal of Management Development]]></source>
<year>2010</year>
<volume>29</volume>
<page-range>364-76</page-range></nlm-citation>
</ref>
<ref id="B18">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Folger]]></surname>
<given-names><![CDATA[R]]></given-names>
</name>
<name>
<surname><![CDATA[Cropanzano]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
</person-group>
<source><![CDATA[Organizational justice and human resource management]]></source>
<year>1998</year>
<publisher-loc><![CDATA[Thousand Oaks, CA ]]></publisher-loc>
<publisher-name><![CDATA[Sage]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B19">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Frazier]]></surname>
<given-names><![CDATA[P. A]]></given-names>
</name>
<name>
<surname><![CDATA[Tix]]></surname>
<given-names><![CDATA[A. P]]></given-names>
</name>
<name>
<surname><![CDATA[Barron]]></surname>
<given-names><![CDATA[K. E.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Testing moderator and mediator effects in counseling psychology research]]></article-title>
<source><![CDATA[Journal of Counseling Psychology]]></source>
<year>2004</year>
<volume>51</volume>
<page-range>115-34</page-range></nlm-citation>
</ref>
<ref id="B20">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[García-Guiu]]></surname>
<given-names><![CDATA[C]]></given-names>
</name>
<name>
<surname><![CDATA[Moya]]></surname>
<given-names><![CDATA[M]]></given-names>
</name>
<name>
<surname><![CDATA[Molero]]></surname>
<given-names><![CDATA[F]]></given-names>
</name>
<name>
<surname><![CDATA[Moriano]]></surname>
<given-names><![CDATA[J.A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Transformational leadership and group potency in small military units: The mediating role of group identification and cohesion]]></article-title>
<source><![CDATA[Journal of Work and Organizational Psychology]]></source>
<year>2016</year>
<volume>32</volume>
<page-range>145-52</page-range></nlm-citation>
</ref>
<ref id="B21">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Godoy]]></surname>
<given-names><![CDATA[R]]></given-names>
</name>
<name>
<surname><![CDATA[Breso]]></surname>
<given-names><![CDATA[E.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Is transformational leadership determinant of intrinsic motivation of followers?]]></article-title>
<source><![CDATA[Journal of Work and Organizational Psychology]]></source>
<year>2013</year>
<volume>29</volume>
<page-range>59-64</page-range></nlm-citation>
</ref>
<ref id="B22">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Gorman]]></surname>
<given-names><![CDATA[C. A]]></given-names>
</name>
<name>
<surname><![CDATA[Meriac]]></surname>
<given-names><![CDATA[J. P]]></given-names>
</name>
<name>
<surname><![CDATA[Overstreet]]></surname>
<given-names><![CDATA[B. L]]></given-names>
</name>
<name>
<surname><![CDATA[Apodaca]]></surname>
<given-names><![CDATA[S]]></given-names>
</name>
<name>
<surname><![CDATA[McIntyre]]></surname>
<given-names><![CDATA[A. L]]></given-names>
</name>
<name>
<surname><![CDATA[Park]]></surname>
<given-names><![CDATA[P]]></given-names>
</name>
<name>
<surname><![CDATA[Godbey]]></surname>
<given-names><![CDATA[J. N.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[A meta-analysis of the regulatory focus nomological network: Work-related antecedents and consequences]]></article-title>
<source><![CDATA[Journal of Vocational Behavior]]></source>
<year>2012</year>
<volume>80</volume>
<page-range>160-72</page-range></nlm-citation>
</ref>
<ref id="B23">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Hayes]]></surname>
<given-names><![CDATA[A. F.]]></given-names>
</name>
</person-group>
<source><![CDATA[Introduction to mediation, moderation, and conditional process analysis: A regression-based approach]]></source>
<year>2013</year>
<publisher-loc><![CDATA[New York, NY ]]></publisher-loc>
<publisher-name><![CDATA[Guilford Press]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B24">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Hermosilla]]></surname>
<given-names><![CDATA[D]]></given-names>
</name>
<name>
<surname><![CDATA[Amutio]]></surname>
<given-names><![CDATA[A]]></given-names>
</name>
<name>
<surname><![CDATA[da Costa]]></surname>
<given-names><![CDATA[S]]></given-names>
</name>
<name>
<surname><![CDATA[Páez]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Transformational leadership in organizations: Mediating variables and long-term consequences]]></article-title>
<source><![CDATA[Journal of Work and Organizational Psychology]]></source>
<year>2016</year>
<volume>32</volume>
<page-range>135-43</page-range></nlm-citation>
</ref>
<ref id="B25">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Hernandez]]></surname>
<given-names><![CDATA[M]]></given-names>
</name>
<name>
<surname><![CDATA[Eberly]]></surname>
<given-names><![CDATA[M. B]]></given-names>
</name>
<name>
<surname><![CDATA[Avolio]]></surname>
<given-names><![CDATA[B. J]]></given-names>
</name>
<name>
<surname><![CDATA[Johnson]]></surname>
<given-names><![CDATA[M. D.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The loci and mechanisms of leadership: Exploring a more comprehensive view of leadership theory]]></article-title>
<source><![CDATA[Leadership Quarterly]]></source>
<year>2011</year>
<volume>22</volume>
<page-range>1165-85</page-range></nlm-citation>
</ref>
<ref id="B26">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Jiang]]></surname>
<given-names><![CDATA[Z]]></given-names>
</name>
<name>
<surname><![CDATA[Gollan]]></surname>
<given-names><![CDATA[P. J]]></given-names>
</name>
<name>
<surname><![CDATA[Brooks]]></surname>
<given-names><![CDATA[G.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Relationships between organizational justice, organizational trust and organizational commitment: A cross-cultural study of China, South Korea and Australia]]></article-title>
<source><![CDATA[International Journal of Human Resource Management]]></source>
<year>2017</year>
<volume>28</volume>
<page-range>973-1004</page-range></nlm-citation>
</ref>
<ref id="B27">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Jung]]></surname>
<given-names><![CDATA[D. I]]></given-names>
</name>
<name>
<surname><![CDATA[Avolio]]></surname>
<given-names><![CDATA[B. J.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Effects of leadership style and followers&#8217; cultural orientation on performance in group and individual task conditions]]></article-title>
<source><![CDATA[Academy of Management Journal]]></source>
<year>1999</year>
<volume>42</volume>
<page-range>208-18</page-range></nlm-citation>
</ref>
<ref id="B28">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Kanfer]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Work Motivation: Identifying use inspired research directions]]></article-title>
<source><![CDATA[Industrial and Organizational Psychology]]></source>
<year>2009</year>
<volume>2</volume>
<page-range>77-93</page-range></nlm-citation>
</ref>
<ref id="B29">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Kanfer]]></surname>
<given-names><![CDATA[R]]></given-names>
</name>
<name>
<surname><![CDATA[Frese]]></surname>
<given-names><![CDATA[M]]></given-names>
</name>
<name>
<surname><![CDATA[Johnson]]></surname>
<given-names><![CDATA[R. E.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Motivation related to work: A century of progress]]></article-title>
<source><![CDATA[Journal of Applied Psychology]]></source>
<year>2017</year>
<volume>102</volume>
<page-range>338-55</page-range></nlm-citation>
</ref>
<ref id="B30">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Kark]]></surname>
<given-names><![CDATA[R]]></given-names>
</name>
<name>
<surname><![CDATA[Katz-Navon]]></surname>
<given-names><![CDATA[T]]></given-names>
</name>
<name>
<surname><![CDATA[Delegach]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The dual effects of leading for safety: The mediating role of employee regulatory focus]]></article-title>
<source><![CDATA[Journal of Applied Psychology]]></source>
<year>2015</year>
<volume>100</volume>
<page-range>1332-48</page-range></nlm-citation>
</ref>
<ref id="B31">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Kark]]></surname>
<given-names><![CDATA[R]]></given-names>
</name>
<name>
<surname><![CDATA[Van Dijk]]></surname>
<given-names><![CDATA[D]]></given-names>
</name>
<name>
<surname><![CDATA[Vashdi]]></surname>
<given-names><![CDATA[D. R.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Motivated or demotivated to be creative: The role of self-regulatory focus in transformational and transactional leadership processes]]></article-title>
<source><![CDATA[Applied Psychology: An International Review]]></source>
<year>2018</year>
<volume>67</volume>
<page-range>186-224</page-range></nlm-citation>
</ref>
<ref id="B32">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Latham]]></surname>
<given-names><![CDATA[G. P]]></given-names>
</name>
<name>
<surname><![CDATA[Pinder]]></surname>
<given-names><![CDATA[C. C.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Work motivation theory and research at the dawn of the twenty-first century]]></article-title>
<source><![CDATA[Annual Review of Psychology]]></source>
<year>2005</year>
<volume>56</volume>
<page-range>485-516</page-range></nlm-citation>
</ref>
<ref id="B33">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Lee]]></surname>
<given-names><![CDATA[J]]></given-names>
</name>
<name>
<surname><![CDATA[Wei]]></surname>
<given-names><![CDATA[F.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[he moderating effect of leadership on perceived organizational justice and affective commitment: A study in China]]></article-title>
<source><![CDATA[The International Journal of Human Resource Management]]></source>
<year>2017</year>
<volume>28</volume>
<page-range>679-702</page-range></nlm-citation>
</ref>
<ref id="B34">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Leventhal]]></surname>
<given-names><![CDATA[G. S.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[What should be done with equity theory?]]></article-title>
<person-group person-group-type="editor">
<name>
<surname><![CDATA[Gergen]]></surname>
<given-names><![CDATA[K. J.]]></given-names>
</name>
<name>
<surname><![CDATA[Greenberg]]></surname>
<given-names><![CDATA[M. S.]]></given-names>
</name>
<name>
<surname><![CDATA[Willis]]></surname>
<given-names><![CDATA[R. H.]]></given-names>
</name>
</person-group>
<source><![CDATA[Social exchange: Advances in theory and research]]></source>
<year>1980</year>
<page-range>27-54</page-range><publisher-loc><![CDATA[New York, NY ]]></publisher-loc>
<publisher-name><![CDATA[Plenum]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B35">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Loi]]></surname>
<given-names><![CDATA[R]]></given-names>
</name>
<name>
<surname><![CDATA[Yang]]></surname>
<given-names><![CDATA[J]]></given-names>
</name>
<name>
<surname><![CDATA[Diefendorff]]></surname>
<given-names><![CDATA[J. M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Four factor justice and daily job satisfaction: A multilevel investigation]]></article-title>
<source><![CDATA[Journal of Applied Psychology]]></source>
<year>2009</year>
<volume>94</volume>
<page-range>770-81</page-range></nlm-citation>
</ref>
<ref id="B36">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Masi]]></surname>
<given-names><![CDATA[R. J]]></given-names>
</name>
<name>
<surname><![CDATA[Cooke]]></surname>
<given-names><![CDATA[R. A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Effects of transformational leadership on subordinate motivation, empowering norms, and organizational productivity]]></article-title>
<source><![CDATA[International Journal of Organizational Analysis]]></source>
<year>2000</year>
<volume>8</volume>
<page-range>16-47</page-range></nlm-citation>
</ref>
<ref id="B37">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Niehoff]]></surname>
<given-names><![CDATA[B. P]]></given-names>
</name>
<name>
<surname><![CDATA[Moorman]]></surname>
<given-names><![CDATA[R. H.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior]]></article-title>
<source><![CDATA[Academy of Management Journal]]></source>
<year>1993</year>
<volume>36</volume>
<page-range>527-56</page-range></nlm-citation>
</ref>
<ref id="B38">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Perilla-Toro]]></surname>
<given-names><![CDATA[L. E]]></given-names>
</name>
<name>
<surname><![CDATA[Gomez-Ortiz]]></surname>
<given-names><![CDATA[V.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Relationship of transformational leadership style with employee health and well-being: The mediating role of trust in the leader]]></article-title>
<source><![CDATA[Journal of Work and Organizational Psychology]]></source>
<year>2017</year>
<volume>33</volume>
<page-range>95-108</page-range></nlm-citation>
</ref>
<ref id="B39">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Pillai]]></surname>
<given-names><![CDATA[R]]></given-names>
</name>
<name>
<surname><![CDATA[Schriesheim]]></surname>
<given-names><![CDATA[C. A]]></given-names>
</name>
<name>
<surname><![CDATA[Williams]]></surname>
<given-names><![CDATA[E. S.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Fairness perceptions and trust as mediators for transformational and transactional leadership: A two-sample study]]></article-title>
<source><![CDATA[Journal of Management]]></source>
<year>1999</year>
<volume>25</volume>
<page-range>897-933</page-range></nlm-citation>
</ref>
<ref id="B40">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Pinder]]></surname>
<given-names><![CDATA[C. C.]]></given-names>
</name>
</person-group>
<source><![CDATA[Work motivation in organizational behavior]]></source>
<year>2008</year>
<edition>2nd ed.</edition>
<publisher-loc><![CDATA[New York, NY ]]></publisher-loc>
<publisher-name><![CDATA[Psychology Press]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B41">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Podsakoff]]></surname>
<given-names><![CDATA[P. M]]></given-names>
</name>
<name>
<surname><![CDATA[MacKenzie]]></surname>
<given-names><![CDATA[S. B]]></given-names>
</name>
<name>
<surname><![CDATA[Lee]]></surname>
<given-names><![CDATA[J. Y]]></given-names>
</name>
<name>
<surname><![CDATA[Podsakoff]]></surname>
<given-names><![CDATA[N. P.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Common method biases in behavioral research: a critical review of the literature and recommended remedies]]></article-title>
<source><![CDATA[Journal of Applied Psychology]]></source>
<year>2003</year>
<volume>88</volume>
<page-range>879-903</page-range></nlm-citation>
</ref>
<ref id="B42">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Preacher]]></surname>
<given-names><![CDATA[K. J]]></given-names>
</name>
<name>
<surname><![CDATA[Hayes]]></surname>
<given-names><![CDATA[A. F.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models]]></article-title>
<source><![CDATA[Behaviour Research Methods]]></source>
<year>2008</year>
<volume>40</volume>
<page-range>879-91</page-range></nlm-citation>
</ref>
<ref id="B43">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Reb]]></surname>
<given-names><![CDATA[J]]></given-names>
</name>
<name>
<surname><![CDATA[Chaturvedi]]></surname>
<given-names><![CDATA[S]]></given-names>
</name>
<name>
<surname><![CDATA[Narayanan]]></surname>
<given-names><![CDATA[J]]></given-names>
</name>
<name>
<surname><![CDATA[Kudesia]]></surname>
<given-names><![CDATA[R. S.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Leader mindfulness and employee performance: A sequential mediation model of LMX quality, interpersonal justice, and employee stress]]></article-title>
<source><![CDATA[Journal of Business Ethics]]></source>
<year>2018</year>
<page-range>1-19</page-range></nlm-citation>
</ref>
<ref id="B44">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Shragay]]></surname>
<given-names><![CDATA[D]]></given-names>
</name>
<name>
<surname><![CDATA[Tziner]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Ç+The generational effect on the relationship between job involvement, work satisfaction and organizational citizenship behavior]]></article-title>
<source><![CDATA[Journal of Work and Organizational Psychology]]></source>
<year>2011</year>
<volume>27</volume>
<page-range>143-57</page-range></nlm-citation>
</ref>
<ref id="B45">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Sindhu]]></surname>
<given-names><![CDATA[M. I]]></given-names>
</name>
<name>
<surname><![CDATA[Ahmad]]></surname>
<given-names><![CDATA[H. M]]></given-names>
</name>
<name>
<surname><![CDATA[Hashmi]]></surname>
<given-names><![CDATA[S. H.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Leader-member exchange relationship and organizational justice: Moderating role of organizational change]]></article-title>
<source><![CDATA[International Journal of Organizational Leadership]]></source>
<year>2017</year>
<volume>6</volume>
<page-range>276-82</page-range></nlm-citation>
</ref>
<ref id="B46">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Tremblay]]></surname>
<given-names><![CDATA[M. A]]></given-names>
</name>
<name>
<surname><![CDATA[Blanchard]]></surname>
<given-names><![CDATA[C. M]]></given-names>
</name>
<name>
<surname><![CDATA[Taylor]]></surname>
<given-names><![CDATA[S]]></given-names>
</name>
<name>
<surname><![CDATA[Pelletier]]></surname>
<given-names><![CDATA[L. G]]></given-names>
</name>
<name>
<surname><![CDATA[Villeneuve]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Work Extrinsic and Intrinsic Motivation Scale: Its value for organizational psychology research]]></article-title>
<source><![CDATA[Canadian Journal of Behavioural Science/Revue canadienne des sciences du comportement]]></source>
<year>2009</year>
<volume>41</volume>
<page-range>213-26</page-range></nlm-citation>
</ref>
<ref id="B47">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Tyler]]></surname>
<given-names><![CDATA[T. R]]></given-names>
</name>
<name>
<surname><![CDATA[Bies]]></surname>
<given-names><![CDATA[R. J.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Beyond formal procedures: The interpersonal context of procedural justice]]></article-title>
<person-group person-group-type="editor">
<name>
<surname><![CDATA[Carroll]]></surname>
<given-names><![CDATA[J. S.]]></given-names>
</name>
</person-group>
<source><![CDATA[Applied Social Psychology and Organizational Settings]]></source>
<year>1990</year>
<page-range>77-98</page-range><publisher-loc><![CDATA[Hillsdale, NJ ]]></publisher-loc>
<publisher-name><![CDATA[Lawrence Erlbaum]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B48">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Xenikou]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Transformational leadership, transactional contingent reward, and organizational identification: The mediating effect of perceived innovation and goal culture orientations]]></article-title>
<source><![CDATA[Frontiers in Psychology]]></source>
<year>2017</year>
<volume>8</volume>
<page-range>1754</page-range></nlm-citation>
</ref>
<ref id="B49">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Yaffe]]></surname>
<given-names><![CDATA[T]]></given-names>
</name>
<name>
<surname><![CDATA[Kark]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Leading by example: The case of leader OCB]]></article-title>
<source><![CDATA[Journal of Applied Psychology]]></source>
<year>2011</year>
<volume>96</volume>
<page-range>806-26</page-range></nlm-citation>
</ref>
<ref id="B50">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Yu]]></surname>
<given-names><![CDATA[H. C]]></given-names>
</name>
<name>
<surname><![CDATA[Miller]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Leadership style: The X generation and baby boomers compared in different cultural contexts]]></article-title>
<source><![CDATA[Leadership &amp; Organization Development Journal]]></source>
<year>2005</year>
<volume>26</volume>
<page-range>35-50</page-range></nlm-citation>
</ref>
</ref-list>
</back>
</article>
