中文摘要：

通过Spssl6．0和Amosl7．0对来自10个以上行业347份有效样本的多元回归和结构方程分析，本文发现变革型领导是一个二阶单维构念，即员工对变革型领导的感知由德行垂范、愿景激励、个性化关怀和个人魅力等四个方面综合判断形成；组织公平在变革型领导和员工情感承诺之间、分配公平在变革型领导和员工继续承诺之间起到完全中介作用，即变革型领导可以提高员工的分配公平和互动公平感知，从而提高员工的组织情感承诺，然而，分配公平的提高对组织继续承诺的积极影响很微弱，互动公平的提升则对继续承诺没有显著影响；员工的职位越高，组织消极情感越低，职位与情感承诺呈正相关关系；与其它组织类型相比，政府、事业单位员工的情感承诺更显著。

英文摘要：

Through analyzing 347 valid samples from more than 10 industries by multiple reTession analysis and struc- tural equation modeling in SPS516. 0 and AMOS17.0, following conclusions are reached： transformational leadership is a second - order single - factor construct, which means employees＇ transformational leadership cognition is the synthesis of morale modeling, vision incentives , individualized care and charisma. The organizational justice plays a full meditation role between transformational leadership and employees＇ affeetive commitment, and the distributive justice plays a full meditation rule between transformational leadership and employeest continuing commitment, that is, transformational leadership can raise the cognition of distributive justice and interactive justice, so as to enhance the organizational affective commitment. However, the improvement of distributive justice has few positive impacts on organizational commit- ment, and the improvement of interactive justice has no significant effects on continuing commitment. Employees＇s posi- tion has positive effects on his affective commitment. People working in government and public service sectors have high- er affective commitment.