According to government policy, all public universities in Thailand must become autonomous entities. Therefore, leaders are expected to be responsible for their organizations’ outcomes. The purpose of this study is to explore the effect of transformational and transactional leadership behavior to subordinates’ job satisfaction and organizational commitment affect to team effectiveness. The full range leadership models of transformational and transactional leadership style had been used as a theoretical framework of study. The Multi Leadership questionnaires (MLQ-5X) was used to collect data and measure the characteristics of the leaders. The respondents were separated into two groups, organization and subordinates level. The statistical technique consisted of structural equation model (SEM). The result showed the relationship , direct and indirect effect of transformational and transactional leadership behavior to subordinates’ job satisfaction and organizational commitment. The result of individual level found that subordinates’ job satisfaction had higher direct effects from transactional leadership. All variables had significant positive effects to team effectiveness. Subordinates’ job satisfaction and organizational commitment found high significant relationship affect to team effectiveness. Organizational commitment had higher direct effects from transactional leadership. At the organization level, the results were different from those at the individual level. Transformational leadership found higher significant relationship to subordinates’ job satisfaction and high relationship to organizational commitment. Transactional leadership had direct effect and high relationship to team effectiveness in both groups. Transactional leadership found higher effect to team effectiveness than transformational leadership.