This study aimed to examine the role of gender diversity in leadership styles, specifically focusing on how women’s transformational and transactional leadership approaches affect organizational commitment. In addition, the study examined how job satisfaction may mediate the relationship between these leadership styles and organizational commitment. Using a quantitative approach, data were collected through surveys from 302 followers of female academics at various institutions. Structural equation modeling (SEM) was used to analyze the direct and indirect effects of women’s leadership styles on organizational outcomes. The findings indicated that women’s transformational leadership did not have a direct effect on organizational commitment, although job satisfaction fully mediated this relationship. Conversely, no direct or indirect effects were observed for women’s transactional leadership on organizational commitment, as job satisfaction did not mediate this relationship. This study contributes to the theoretical understanding of gender diversity in leadership by shedding light on the behaviors of employees under female leadership and strengthens previous empirical research on this topic. Practical Implications: In Pakistan, where women are increasingly occupying leadership roles, the study offers valuable insights for current and aspiring female leaders and provides empirical evidence on how they can influence job satisfaction and organizational commitment among their followers. The research addresses an unknown aspect of gender diversity in leadership in organizational contexts and sets the stage for further investigations on women’s leadership in professional settings.
