The purpose of this study was to learn how transformational and transactional leader behavior can influence the leader/follower dyad with respect to organizational commitment and employee performances. Enhancing organizational commitment is related to organizational effectiveness. Multiple regressions assessed the hypothesized relationships between the five dimensions of Transformational leadership (Idealized Attributes, Idealized Behaviors, Inspiration Motivation, Intellectual Stimulation, and Intellectual Consideration), Transactional leadership and Laissez-faire leadership as the in dependent variables and the three categories of employee outcome performances (extra effort, leader effectiveness, and employee satisfaction with leader) and organization commitment as the dependent variables.; The results indicated that there were positive linear relationship between some dimensions of transformational and transaction and transaction leadership and all outcome variables (extra effort, effectiveness and satisfaction with leadership). There was a negative linear relationship between laissez-faire leadership and two outcomes: leader effectiveness, satisfaction with leader. The leaders-outcome correlations showed higher scores between transformational leadership style and organizational outcomes than between transactional leadership style and organizational outcomes.
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