A Research on the Relationship Model among Superiors\' Leadership Competencies, Employees\' Organizational Commitment and Productivity: Field Study of Service Industry in Taiwan

Samples were selected by using proportion scale, one of the component of the Stratified Purposive Sampling Method. The researcher sent out 300 questionaires to the sampling companies at random, while the variables such as the proportion of male and female, age, years of working and rank will be taken into account in order to minimize sampling errors caused by overly concentration of samplings. Package software SPSS 8.0 for Windows and STATISTICA 5.0 was used as the tool for statistical analysis.

Statistical methods involved in the research project include: Descriptive Statistics, Pearson Correlation Analysis, Path Analysis, ANOVA, MANOVA, Multiple Regression Analysis, Cronbach\'s α and Scheffe Method. Results of this survey will not only serve as comparison model for related researches but also provide the enterprises with informations for decision-making. The research finding are as follows： 1.The leadership competency of male leaders is better than that of female leaders.

The organizational commitment of male workers is higher than that of female workers. The leaders with higher education level or higher rank have better leadership competency than those of lower education or lower rank ones. 2.The leadership competency of the leaders in distribution service industry is better than that of leaders in other sectors. The leadership competency of leaders in larger scale business is relatively better than that of leaders in smaller scale business. 3.There is a significant weak positive correlation relationship among the leaders\' leadership competency and employees\' organizational commitment and productivity. 4.The intervening effect of organizational commitment between leaders\' leadership competency and employees\' productivity is not significant. 5.Organizational commitment and productivity of the employees with higher competency leaders are higher than those of the employees with lower competency leaders.