The studies related to leadership, job satisfaction and organizational performance are gathering strength and moreover, the speed of change is becoming an essential factor in air transportation business of which speed of change is faster and competition is more intense than any other businesses. The purpose of this study closely examined Leadership among airline employees in catering department in a way to expand the scope of study related to leadership. This study also examined the effect of subordinate factors of leadership on employees' job satisfaction and performance and effect of job satisfaction on job performance, and clarified differences based on demographical characteristics. Upon these data, this study was conducted to suggest a desirable way forward in human resources management as well as supply substantial data for effectively managing human resources in airline catering business. The results of the empirical analysis of the study are presented below. In middle manager’'s transformational leadership of the airline catering business, the two factors, individual consideration and intellectual communication had an affirmative effect on job satisfaction, while only individual consideration positively influenced on job performance. Also job satisfaction resulted from manager’'s transformational leadership affected job performance in the affirmative. We concluded that this study contributed to furnishing empirical data and guiding effective human resource management. However, because of the limit of taking manager’'s transformational leadership as a research objective, in the catering business, the human resource management might be more concentrated by comparing transactional leadership with transformational leadership. Additionally the research range in the study should be covered up to chief executive officer of a corporate because only middle managers were treated as a objective of leadership. The results of the empirical analysis of the study are presented below. Only contingent reward, in the transactional leadership, had an affirmative effect on job satisfaction and job performance of the airlines catering employees. So the contingent reward was applied to the employees more efficiently than exceptional management in the transactional leadership. Moreover, in the study, we have shown that job satisfaction resulted from manager’'s leadership affected job performance in the affirmative. Therefore the manger’'s leadership should to be trained to increase the job satisfaction of the employees. Even though the study brought up an issue of the human resource management with empirical data in the airline catering business, there were some of limitations of the study, just focusing on the job satisfaction and job performance in the field of transactional leadership. So the research should be covered in the aspect of manager’'s transformational leadership, as well as the dependent variables of the employees’'behavior as its objectives. We suggest that the study indicate the research limitation and necessity of longitudinal study for the analysis of the influence between variables, because the theory was mainly based on cross-sectional data within a certain period of time.