Abstract:

Organizational sinism expresses the negative attitudes of employees towards their organizations. The concept of leadership in organizations is of great importance in preventing sinism. Therefore, in the process of change and renewal of organizations, it is intended to evaluate the impact on organizational sinism by addressing transformative and interactive leadership behaviors. In the study, the data was collected with a simple sample method from bank employees operating in the Elazığ or banking sector. The study found that both transformative and interactive leadership styles have a negative impact on organizational sinism. The most important of the research results is that the transformative leadership style is more effective on organizational sinism than the interactive leadership style. While interactive leadership style only reduces emotional sinism, it has been shown that the transformative leadership style has a negative impact on all subdimensions of organizational sinism. In light of the findings obtained, proposals for solutions related to organizational sinism have been tried to be developed.

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