Transformational leadership (TFL) climate describes the degree to which leaders throughout an organization engage in TFL behaviors.In this study we investigate performance linkages mechanisms and boundary conditions of TFL climate at the organizational level of analysis. In a sample of 158 independent organizations 18094employees provided data on TFL climate positive affective climate trust climate and employees' task performance behavior and organizational citizenship behavior. In addition human resource managers rated overall employee productivity. 

Study results yielded a pattern of moderated mediation for overall employee productivity and employees' aggregate task performance behavior in that an organization's TFL climate was indirectly (through positive affective climate) related with these outcome variables under conditions of high trust climate but not under conditions of low trust climate. Further we found an organization's TFL climate to indirectly relate with employees' aggregate organizational citizenship behavior through positive affective climate largely independent of the level of trust climate.