Individual reactions to leadership succession in workgroups

We integrate theories of cognitive appraisal, relational leadership, and trust to develop a model of how individual affective reactions to leadership succession influence work attitudes and behaviors. We predict that the quality of the relationship with the prior leader will influence an affective reaction to that leader's departure. This affective reaction will influence the group member's initial trust in the new leader, task communication with the new leader, organizational citizenship behaviors, motivation to perform, job satisfaction, and turnover.