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The purpose of this study is to analyze by means of a quantitative research method the impacts among the emotional intelligence and leadership style, self-efficacy and organizational commitment of employees in the banking industry in Taiwan. The research framework is primarily constructed based on Bandara’s Social Cognitive Theory. As a research design, the structural equation model is adopted to explore the relationship between research constructs. To test the model, the researchers employed purposive sampling and collected a total of 251 copies of questionnaire as research samples from employees in the banking industry in Taiwan. This study has found that a supervisor’s emotional intelligence has a significant positive influence on his/her personal leadership style, that a supervisor with high emotional intelligence is able to perform excellent leading skills to elevate the employee self-efficacy, and that employees self-efficacy results in a significant positive influence on organizational commitment. The present research empirically suggests that the emotional intelligence of a supervisor plays a mediating role in the relationship between the leadership style of a supervisor and the self-efficacy of employees. Meanwhile, there have been few studies in the discipline of human resources concerning the influence of self-efficacy on organizational commitment. It is thus expected that the findings of this study serves to propel increasingly insightful research on the two constructs in the discipline of human resources. Key words: Emotional intelligence, leadership style, self-efficacy, organizationalcommitment.
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