Özet:

Increasing globalization obliges institutions to keep up with change or manage this change to protect their existence. Therefore, they prefer to incorporate into employees who can adapt to change-transformation at every stage and manage this process. In the research, it is considered as the key point to fulfill the expectations of the employee in this period when the management is difficult, and on the other hand, to be protected of the aims, values, identity and goals of the organization by the employee. Few studies have been found in the literature on the effect of transformational leadership on organizational commitment and psychological contract violation. In the research, it is aimed to examine the effect of transformative leadership on organizational commitment and psychological contract violation due to this deficiency. To increase the performance of the employee, towards the organization or leader, organizational commitment and transformational leadership were examined with the limitations of the subject. Literature analysis method, which is a qualitative research method, was used in the study. In the research, there is a finding that transformational leadership has a positive relationship with organizational commitment and a negative relationship with psychological contract violation. Another finding is that psychological evidence has a negative relationship with organizational commitment. In the last part of the research, recommendations for future studies are made.

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