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This study investigates the nature of the relationship between transformational leadership and two work-related attitudes: job satisfaction and organizational commitment. It also compares the effects of transformational leadership on employees of nonprofit and for-profit organizations. The collected data are analyzed using Pearson Product Moment Correlation, MANOVA, ANOVA and Hierarchical multiple regression analysis. The research designs used were co-relational and comparative types. The results show that transformational leadership has strong and positive effects on organizational commitment and job satisfaction in both organizations. However, significant difference is not found in the effects of transformational leadership behaviors on employees of both organizations (FPO and NPO). Although bound with certain limitations, it is hoped that the findings of this study will contribute towards the wider knowledge of transformational leadership paradigm, and more practical application in organizations in the changing world of globalization.
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