不論相較於亞太地區或全球市場，大中華區〔包括中國大陸、台灣、香港〕都正處於高成長的時期在面臨成長與競爭的壓力下許多組織必須落實組織變革及吸引與留置具高承諾度的關鍵人才，才能使組織具備持續的競爭優勢，而在高績效表現的組織裏，有效能的領導者能夠在『設定組織方向』、『吸引及留置人才』與『管理變革』上扮演關鍵角色以促使組織成功。依據惠悅企管顧問公司的調查顯示，高承諾度的員工相較於不具備高承諾度的員工可以為公司創造六倍的財務營收，因此組織如何能夠掌握提升員工承諾度的關鍵驅動因素，並找出領導效能與其之關係，進而建立組織的領導者發展制度，將是處在大中華區的公司所面臨的主要議題。依據WorkGreaterChina的員工態度調查的結果顯示，員工承諾度的關鍵驅動因素在兩岸三地各有不同： ●中國大陸：溝通、工作滿意度、領導效能、團隊合作、工作環境 ●台灣：工作滿意度、領導效能、溝通、薪資福利 ●香港：工作滿意度、領導效能、溝通、薪資福利其中領導效能是在大中華區共通的關鍵驅動因素。員工期待領導者提供清楚的方向以使員工的績效標準能與公司的策略目標連結；領導者能夠體現公司的價值觀，並身體力行以獲取員工的信任；領導者能夠及時做決定，並能夠有效能地管理變革；領導者能夠吸引、留置與激勵關鍵人才；領導者不但能夠績效優異的人才，也有能力處理績效欠佳的員工。

Greater China (China, Taiwan, and Hong Kong) is the fast growing area in the Asia Pacific region as well as in the world. The companies in the Greater China region are facing the pressure of growing and competition in one way, and the fierce of war of talent in the other way. Under the pressure of growing and competition, many companies need to transform the organization to be more competitive. Under the pressure of the war of talent, organizations need to do a good job at attracting and retaining committed employees. According to the research from Watson Wyatt, organizations have high commitment employees will create financial returns for the organization six times higher than those who do not. In a high performing organization, the effective leaders will be able to play the role of setting directions of the organization, attracting and retaining people, and managing changes to make the organization success. Therefore, it becomes important that the organization to identify what are the key drivers and if the leadership is one of them in increasing employee commitment for the organizations in the Greater China region. In order to evaluate the key drivers of employee commitment and how effective leadership affect the commitment of employees, WorkGreaterChina, an employee attitude survey conducted by Watson Wyatt in Greater China (mainland China, Taiwan, Hong Kong), is applied in this research. According to the survey results from WorkGreaterChina, there are different key drivers of employee commitment in the three countries across the Greater China region: ● Mainland China: Communication, Job satisfaction, Leadership, Teamwork, Work Environment. ● Taiwan: Job Satisfaction, Leadership, Communication, Compensation and Benefits. ● Hong Kong: Job satisfaction, Leadership, Communication, Compensation and Benefit. Leadership effectiveness is one of the common key drivers of employee commitment in the Greater China region, according to the survey. Employees expect leaders to provide a clear line of sight for the alignment of company's directions and employees' performance standards. Employees expect leaders behave consistently with company's values and walk the talk to gain the trust from employees. Employees expect leaders be able to make decisions timely and manage changes effectively. Employees also want leaders to do a good job at attracting, retaining, and motivating people. Employees also expect leaders not only be able to manage good performers but also people who's performance lagged.