The impact of supervisors' transformational leadership (TFL), informational and interpersonal justice, and group cohesion perceptions on employee cynicism about organizational change (CAOC) was investigated in a sample of 469 employees from a large Chinese organization undergoing major organizational change. Results indicate that (a) TFL is negatively related to employee CAOC; (b) employee perceptions of group cohesion moderate the relationship between TFL and CAOC such that the higher the cohesion perceptions, the stronger the influence of TFL on employee CAOC; (c) the moderating effect of cohesion perceptions on the TFL—CAOC relationship is fully mediated by interpersonal justice; and (d) informational and interpersonal justice partially mediate the TFL—CAOC relationship. The theoretical and practical implications of the process by which TFL impacts CAOC are discussed.
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