Purpose The purpose of this study is to examine the influences of transformational leadership behaviors on followers’ task performance and organizational citizenship behaviors, the potential mediating role of affective trust and moderating effect of follower tenure with leader in these relationships. Design/methodology/approach The authors collected survey data from 197 employees from various organizations in Turkey, operating in several sectors. To test the relationships among study variables, the authors followed the moderated mediation procedure suggested by Hayes (2013). Findings The findings indicated that transformational leadership behaviors have significant positive effects on both followers’ task performance and organizational citizenship behaviors. Furthermore, mediational analyses showed that affective trust mediated the relationship between transformational leadership behaviors and followers’ task performance. Moreover, the moderation analysis shows that the effect of transformational leadership behaviors on affective trust depended on leader–follower dyadic tenure, with the effect of transformational leadership behaviors being greater at high level of leader–follower dyadic tenure. Research limitations/implications This study provides evidence of the positive relationship of transformational leadership behaviors with followers’ affective trust at work and task performance. Such knowledge suggests that improving leaders’ skills and capabilities in terms of transformational leadership through training might lead organizations to work more effectively. Originality/value This study contributes to the existing literature by showing the importance of affective trust, explaining why transformational leaders can motivate and influence followers to achieve a higher performance. In addition, this research provides knowledge about transformational leadership effectiveness in developing countries, mainly in Turkey.

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Learning organizations and internal entrepreneurship are among the most important concepts for the organizations who are struggling to survive in the long term through achieving sustainable competency advantage. In this study these two concepts, which allow organizations to be dynamic to adapt change and development, are handled with their dimensions and analyzed for the sample. In addition, the effect of learning organizations concept, which is defined as the ability of an organization to learn from experiences and apply this knowledge to changing environment conditions systematically, on internal entrepreneurship, which means entrepreneurial activity inside the organization. According to the descriptive analysis results; the employees in the sample perceive their organizations as learning organizations in high level; and internal entrepreneurial activities are found to be high. Regression analysis is utilized to test the research model, and the results imply that if an organization is perceived as a learning organization, the internal entrepreneurship activities in the organization display an increase.

Three studies examine the utility and validity of the Turkish version of the leader apology measure using organizational samples from several industries. Study 1 (N = 263) indicated that four distinct and internally consistent factors shaped employee response to the leader apology measure. The proposed fourfactor structure of leader apology was confirmed by confirmatory factor analysis in Study 2 (N = 207). Leader apology measure was positively associated with authentic leadership, employees' organizational identification, and work engagement. Study 3 (N = 166) provided concurrent evidence that leader apology is positively associated with follower job satisfaction, and transformational leadership mediates this relationship. The results suggest that manager-employee relationships may benefit from leader apology.

This research is aiming to measure the small food and beverages businesses such as eating houses, restaurants, cafes, and bars from their owner-managers' perception. In the research, data collecting tools of interview, observation and document review; and qualitative analysis technique have been used. As a result, it is seen that the owner-managers of small businesses perceive external dynamics negatively; and internal dynamics and performances positively. ÖZET Bu çalışma lokanta, restoran, kafe, bar vb. taksonomide yer alan küçük ölçekli yiyecek içecek işletmelerinin performansını sahiplerinin algısından ölçmeyi amaçlamaktadır. Araştırmada görüşme, gözlem ve doküman inceleme veri toplama araçlarıyla nitel araştırma yöntemi kullanılmıştır. Sonuçta küçük işletme sahiplerinin dış çevre dinamikleriyle ilgili algılarının olumsuz, işletme içi dinamikleri ve performanslarıyla ilgili olumlu algıya sahip olduğu ortaya çıkmıştır.

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