Purpose: This research aimed at exploring the gender diversity in leadership styles, and therefore the impact of women’s transformational and transactional leadership styles on organization commitment was empirically tested. The mediating role of job satisfaction was also examined for both leadership styles. Design/Methodology/Approach: With the quantitative approach, the survey method was used, and the data was collected from 302 followers of women academicians at different institutions. Structural equation modelling was applied to check the direct and indirect impacts of women’s leadership styles on organizational outcomes. Findings: Results revealed there was no direct impact of women’s transformational leadership on the organizational commitment, however, job satisfaction played a full mediating role here. Moreover, there was no direct or indirect impact of women’s transactional leadership on the organizational commitment, as job satisfaction had no mediating role here. Theoretical Implication: Adding to the theoretical development in gender diversity and leadership, this study explained the behaviour of employees under female leaders. This reinforced the previous empirical findings. Practical Implication: In Pakistan, women are breaking the stereotypes and emerging on leading positions, this study has been indispensable for present and potential women leaders as to furnish them empirical evidence of how they can stir job satisfaction and organizational commitment in their followers. Originality: Gender diversity in the contextual leadership has been a top notch dimension to be explained, and this study would pave the way for further exploration of women leadership in organizational settings.
