組織進行變革之時，其員工的態度以及支持的程度影響變革的執行，而管理者的領導方式與風格對於員工的態度與組織忠誠有很大的影響力，因此瞭解員工在面對組織變革時的態度與領導型態間的關係是推行組織變革時需要重視的。再者，從關於組織變革的文獻中也提到員工的組織承諾對於組織變革態度上也有相當影響。 1. 轉換型領導型態對員工組織承諾的影響。 2. 員工組織承諾上的差異對組織變革態度的影響。 本研究採用問卷調查法，以東森電視公司為研究對象，使用「分層配額抽樣」對各部門的高階主管、中低階主管與一般員工進行抽樣。問卷於2005年10月11日至31日發放330份，實際有效回收樣本數為300份（回收率91％）。 本研究發現如下： 1. 轉換型領導型態與員工之組織承諾有所相關。「權變獎賞」員工的「情感承諾」相關性較高；「個別化關懷」對於員工的持續承諾有較明顯的相關，受到「理想化影響力」較多的員工，規範性承諾較高。 2. 「規範承諾」程度較高的員工，在組織變革時，有政策支持的變革態度；對自身權益較為關心的員工，其「持續承諾」較高；持續承諾也會影響組織變革時員工的個人情緒反應，而「情感承諾」較高的員工，在面對組織變革時會有相反程度的情緒反應。 3. 轉換型領導與組織變革態度間存在相關性，但其相關程度受到組織承諾的影響。其在意義上為，管理階層以轉換型領導方式領導其部屬，以增加部屬的組織承諾，進而影響員工在組織變革態度上對政策的支持。 本研究的發現有助於研究者對媒體組織中的轉換型領導、組織承諾與組織變革態度的相關性有進一步了解。同時，可提供業界在計畫或實行組織變革時有所參考。

Under now's great environment, the lasting changes of enterprises have already been hastened by era, an organization type attitude of any enterprise, derive because of demand managed and developing, and people main composition factor among them, therefore 'people's question' becomes key point succeeding or not in the organizational change. In Taiwan, the media organizations working environment is also changing constantly, organizational goal, personnel allotting and sustained adjust workflow. And administrator's leadership style had great influence on the staff attitude and organizational commitment. Therefore, when an organization proceeds organization change, it is important to understand the relations between the staff attitudes and leadership style. This research main discussion subject: 1. The influence of different transformational leadership types on staffs' organizational commitment. 2. The influence of employees' different organizational commitments on attitude toward organizational change. This research carry on the investigation through the questionnaire, and select the Estern Broadcasting Corporation as research object. This study will be practiced through a survey to the managers and employees in Eastern Broadcasting Corporation. The main finding of the research: 1. Transformational leadship is relative to organizational commitment. Adaptable encouragement has more influence on affective commitment, and employees who perceive more idea affection have more normative commitment. 2. Employees with higher normative commitment have more will to support the change policy, and employees who hold more continuance commitment concern their own interest. And empolyees who have more affective commitment show the contrary emotional behavior. 3. There is relation between transformational leadership and attitude toward organizational change, but organizational commitment plays a mediating role. This research contribution lies in the result can have advance both in academia and practice.