近年來台灣製造業因人力成本問題逐漸外移至中國大陸，如何以領導方式來帶領內地之組織成員並提升工作績效便顯得格外重要，然而主管之領導方式影響組織目標的執行與落實，組織承諾則是影響員工對組織的認同，並因為對組織的認同使其產生努力；除此之外內部行銷也會影響並提高員工工作品質及效率；本研究以台商永恩國際集團有限公司（Prime Success International Group Limited）旗下在大陸子公司的愛意女鞋（AEE）之員工為研究調查對象，以探討領導型態、內部行銷、組織承諾與工作績效之間的影響關係，問卷共發放為1600份，有效問卷回收率為26%。研究結果顯示：（1）領導型態對組織承諾有顯著影響關係；（2）組織承諾對工作績效有顯著影響關係；（3）領導型態對工作績效有顯著影響關係；（4）內部行銷對組織承諾有顯著影響關係；（5）內部行銷對工作績效有顯著影響關係；（6）組織承諾在領導型態對工作績效的影響中存在部分中介效果；（7）內部行銷對領導型態與組織承諾的影響中具有干擾效果；（8）內部行銷對組織承諾和工作績效的影響中不具有干擾效果；（9）內部行銷對領導型態和工作績效的影響中具有干擾效果。 In recent years, Taiwanese manufacturies is gradually moving to China due to the raising of manpower costs. Therefore, how to lead these employees in China, and how to improve their work performance become important issues. Competent leadership style affect the implementation of the organization's objectives, and Organizational commitment but also the identity of the organization and employee, and because the identity of the organization to produce efforts. And internal marketing can also affect and improve staff quality and efficiency. This study used the survey data from employees in subsidiary （AEE） of Prime Success International Group Limited company. Explore leadership style, internal marketing, the relationship between organization commitment and job performance. We sent out 1600 questionnaires with 26% returned rate. The result of this study shows： （1）Leadership types positively affect organizational commitment. （2）Organizational commitment positively affect work performance. （3）Leadership types positively affect work performance. （4）Internal marketing positively affect organizational commitment.（5）Internal marketing types positively affect job performance.（6）The organizational commitment has a part mediator effect on the relationship between leadership types and job performance behavior.（7）Internal marketing has a moderating effect between leadership and organizational commitment.（8）Internal marketing don't has a moderating effect between organizational commitment and job performance.（9）Internal marketing has a moderating effect between leadership and job performance.
