This study synthesizes recent empirical evidence on the roles of transformational and transactionalleadership in shaping organizational commitmentandperformancewithincontemporar y organizational contexts. Using a systematic literature review guided by the PRISMA 2020 protocol, this research analyzes 45 Scopusindexed articles published between 2018 and 2025, retrieved from the Scopus and Web of Science databases. A narrative and thematic synthesis approach was employed to map publicationtrends,methodological characteristics, and dominant theoretical perspectives. The findings reveal a consistent dualpathinfluencemechanism.Transformationalleader ship primarily enhances affective commitment and discretionary performance by fostering intrinsicmotivation,psychological empowerment, organizational citizenship behavior, and knowledge sharing. In contrast, transactional leadership contributes to normative commitment, role clarity, and task performance through contingent rewards, monitoring, and procedural control, particularly in regulated, high-risk, or performance-driven environments. Rather than operating as opposing approaches, both leadership styles demonstrate complementary effects when applied in a hybrid manner. Five dominant themes emerge from the literature: leadership hybridity, affective– normative commitment duality, contextual agility, digital readiness, and cross-cultural differentiation. Building on these insights, this study proposes an Integrative Leadership– Commitment–Performance (ILCP) framework that unifies intrinsic and extrinsic motivational pathways while accounting for organizational, cultural, and technological contingencies. The review contributes theoretically by extending the Full Range Leadership Model toward a contextual and adaptive perspective, and practically by highlighting the importance of leadership development systems that balance visionary influence with procedural discipline. Overall, the findings suggest a shift in leadership research and practice from rigid typologies toward dynamic, context-embedded leadership systems capable of sustaining commitment and performance in increasingly complex organizational environments.