本研究目的在探討公部門主管威權領導與組織承諾之關係，並以情緒智力作為調節變項。採用問卷調查法，以新北市區公所公務人員為研究對象，問卷發放數為350份，有效問卷回收率為95%，將回收之問卷資料分別採用描述性統計、獨立樣本t檢定、單因子變異數分析、Pearson相關分析及階層迴歸分析等方法驗證後，重要之研究結論歸納如下：
一、不同年齡、婚姻狀況、服務年資、官等對威權領導之看法具有顯著差異。
二、不同年齡、婚姻狀況對組織承諾之看法具有顯著差異。
三、不同性別、年齡、教育程度對情緒智力之看法具有顯著差異。
四、專權領導與組織承諾各構面呈顯著負相關；威嚴領導與努力承諾呈顯著正相關，但與價值承諾及留職承諾無顯著相關。
五、部屬情緒智力各構面與努力承諾、留職承諾均呈顯著正相關，但與留職承諾無顯著相關。
六、部屬情緒智力僅對專權領導與留職承諾之關係具顯著調節效果。
This study investigates the relationship of Authoritarian Leadership on Organizational commitment - The moderating effect of Subordinate Emotional intelligence.
The survey was conducted by including the 350 civil servants in all district offices of New Taipei City were sample as the subjects, and 335 were collected with a return rate of 95%. The methods to analyze the collected questionnaires include descriptive statistics, t-test, ONE-WAY ANOVA, Pearson product-moment and multiple regressions. The major findings of the current study are the following:
1. Significant differences were found on the age, marital status, years of service, officer of Authoritarian Leadership .
2. Significant differences were found on the age, marital status of Organizational commitment.
3. Significant differences were found on the sex, age, education of Subordinate Emotional intelligence .
4. A negative correlation between people-related authoritarian leadership and Organizational commitment, a positive correlation between task-related authoritarian leadership and effort commitment.
5. A positive correlation between Subordinate Emotional intelligence and effort commitment, retention commitment.
6. Subordinate Emotional intelligence have a significant moderating effect on the relationship between people-related authoritarian leadership and retention commitment.
