Role of Positive Organizational Behavior in the Relationship between Transformational Leadership and Employee's Cynicism

The present research has been done in order to investigate the role of transformational leadership in decreasing employees` cynicism in a descriptive method. Considering this and according to the importance of positive psychology debates and its applications in organizational behavior and also with regard to the role of employees` psychological characteristics in influencing by organizational leaders, the mediating role of positive organizational behavior variables including psychological capital and psychological empowerment have been studied in aforementioned relationship. According to simple random sampling 130 employees of Social Security Organization in Qom province were selected. Research tools for gathering data consisted of Bass transformational leadership, Luthans, Yousef, and Avolio psychological capital, Spreitzer psychological empowerment, and Qian organizational cynicism questionnaires. Research conceptual framework was tested applying the base of partial least squares. Findings showed that transformation leadership, psychological capital, and psychological empowerment can be effective in decreasing employees` cynicism. Moreover, positive organizational behavior variables played as a mediating role in the relationship between transformational leadership and employees` cynicism. Therefore, paying attention to dimensions of transformational leadership, psychological empowerment and psychological capital and trying to improve them with emphasis on all of the managers and employees across different levels may have a significant effect on decreasing employees` cynicism and even on preventing it.