This paper aimed at indicating  that many governmental organizations ignore the opinions and suggestions of  their subordinates on important work issues because they see that their role is limited only to implementing the orders and instructions issued to them (Zakaria, (2018) . According to that this paper would provide a clear answer for the following question "To what extent does the availability of transformational leadership and its components affect the employees engagement" .The primary goal of this study is to analyze and synthesize the role of transformational leadership and its components in enhancing employees engagement. Furthermore, it showed that the employee voice moderates the relationship between transformational leadership and employee engagement . This research presents a scientific framework concerning the transformational leadership and its relation to the employee engagement, so that government sector can gain great insights that enables them to provide the appropriate organizational climate that lead to serious participation of workers in work issues and problems (Panigrahy, (2018).   The research findings indicated  that there are a significant relationships between the four dimensions of transformational leadership (Inspirational motivation, Idealized influence, Intellectual stimulation, individualized consideration) and work engagement and a significant role of employee voice in moderating the relationship between transformational leadership and employee engagement.