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The effective leaders are enablers that directly points to competent and committed employees. Studies in the organizational psychology and organizational behavior literatures have shown that leadership styles and employee commitment are of major factors to the organizational success or failure. The purpose of this study was to investigate the relationship between leadership styles (transactional, transformational, and laissez-faire) and employee commitments (affective, continuance, and normative commitment) in Wombera woreda high schools. Total participants in the research were 180 teachers in nine schools were used as the subjects of the study to obtain the necessary data. Questionnaire was the instruments used for data collection. The data collected through the questionnaire was analyzed using percentage, frequency, mean, standard deviation statistical instruments. R is a Pearson correlation between predicted values and actual values of dependent variable, with a value of 0.782 R², 0.622 R² and 0.716 R² are correlation coefficients that represent the amount of variance of dependent variable normative, countenance and Affective commitment by the combination of three independent variables (transformational, transactional and laisseze-faire leadership styles)respectively. The standardized coefficient β values indicate the relationship between normative commitment, countenance, and Affective commitment and each predictor (Transformational, Transactional and laisseze-faire) are (0.889, -0.063,and -0.111),(0.691, 0.115 and -0.105) and (0.635, 0.082,and 0.001) respectively. The findings of the study revealed that transformational leadership style and transactional leadership have significant and positive correlations with dimension of employee commitments. A laissez-faire leadership style is found to be significantly and negatively associated with employees’ affective commitment. Based on the findings that revealed the significant relationships between leadership styles and employee commitment, it is imperative to establish a sound system of benefits, promotion, and development in order to increase employees’ organizational commitment and then raise productivity by reducing labor turnover. These are major factors which influence the decisions of employees about want to, need to or ought to stay in the current organization.
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