本研究希望探討領導型態、角色壓力對組織承諾的影響，同時檢驗工作滿足在領導型態、角色壓力與組織承諾中所發揮的中介效果，並針對研究結果提出建議，作為管理上的參考。

　　本研究採用問卷調查法共發出180份問卷，回收162份，無效問卷17份，有效問卷145份，有效問卷回收率為80﹪。並以SPSS軟體進行統計分析，資料分析方法包含描述性統計分析、因素分析、信度分析、獨立樣本t檢定、單因子變異數分析、相關分析及迴歸分析等。

　　經實證後之結論摘述如下：
1. 主管領導型態、角色壓力、員工工作滿足、組織承諾間有互動關聯。
2. 「關懷型」的主管領導型態較為員工接受，進而影響滿意度及組織承諾。
3. 主管的領導型態與工作滿足、組織承諾有顯著相關；在本研究分析中獲得部份支持。因員工對於領導者之領導型態較傾向體恤、關懷的型態。
4. 角色壓力之「角色模糊」與組織承諾之「情感性承諾」呈現顯著負相關。
5. 員工對工作滿足的認同度越高，對整體組織承諾感的認同感亦會越高。
6. 工作滿足對領導型態與組織承諾間確實存在中介效果。
7. 工作滿足對角色壓力與組織承諾間確實存在中介效果。

　　本研究上述結論，分別提供給管理者、員工及未來研究者提出建議，以供參考。

　The study is aimed to investigate the influence of the leadership style and role stress on organizational commitment, the intermediate effect of job satisfaction to leadership style, role stress and organizational commitment. Some suggestions will be made for management in this field according to the study results.

　This study is processed by questionnaire and use SPSS as Statistic analysis tool. There were 180subjects. The numbers of valid questionnaires are 145 (84.44%). The data analysis has included descriptive analysis, factor analysis, reliability analysis, t-test, one-way ANOVA, Pearson’s correlation analysis, and multiple regressions.

　The conclusions of this study are the following:
1. Correlation among leadership style, job satisfaction, role stress, job satisfaction and organizational commitment are positive.
2. 「Consideration」leadership style would be more acceptable by employees to affect the job satisfaction and organizational commitment..
3. Leadership styles are significantly related to job satisfaction and organizational commitment, which are partially supported by the study. This is the result of which the employees intend to favor the considerate type of the leadership style.
4. There is notable negative correlation between “Role Ambiguity” of Role Stress and “Affective Commitment” of Organization Commitment.
5. The employee is higher to the identification of the job satisfaction; the identification feeling of whole organizational commitment also would be higher.
6. The job satisfaction plays an intermediate effect between leadership style and organizational commitment.
7. The job satisfaction plays an intermediate effect between role stress and organizational commitment.

　The above conclusions can be references to managers, employees and to whom may be interested in the same subject.

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