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Into the 21st century, joined the WTO, foreign banks deeper into China, China’s banking industry will face a rapidly changing market environment and intense competition, bank managers must be able to adjust and keep pace with changes in the outside world, relying on and led the staff work together to adapt to environmental requirements, encourage enterprises of continuous improvement, making the banking sector in the economic tide of globalization to survive, develop. Along with social progress and economic development, enterprise competition growing, the demand for enterprise staff, motivation and other psychological experience dramatic changes taking place. Employees of the organization’s recognition and support will directly affect their behavior, thus affecting the development of enterprises. The face of high pay, good working environment, high-quality learning opportunities and better opportunities, the banking industry employee turnover rate is high. For China’s banking regulators, the use of which style of leadership to the organization’s commitment to increase staff, reduce turnover, enhance management effectiveness becomes very necessary.Theory of leadership over the past 30 years has made tremendous development in the management of the hot spot theory, organizational and Behavioural Research in a core problem. Leadership theory research can be divided into three areas, namely, theory of leadership characteristics, leadership theory and leadership contingency theory. In 1985, Bass made a formal exchange of leadership behavior theory and transformational leadership theory. Since then, in academia and industry, the two leading theories gradually become the dominant theory.This article first leadership theory, organizational commitment and employee turnover theory theory are reviewed, analyzed transformational leadership and organizational commitment to employee turnover will greatly influence. On the basis of the literature for Chinese banks in special economic environment, social and cultural environment, this act of transformational leadership effects on employee turnover intention mechanism of action, including proposed a transformational leadership, organizational commitment and organizational citizenship behavior variables theoretical model and proposed hypotheses.This produced a structural change in leadership behavior, organizational commitment , employee turnover intention of the questionnaire, the bank employs more than 100 enterprises carried out a field survey. This study uses SPSS statistical software, using item analysis, reliability analysis, validity analysis, correlation analysis, regression analysis methods and techniques, research hypothesis and validate the model. With a vision of encouragement, moral offer as an example, personalized care, charisma measure transformational leadership; with affective commitment, normative commitment and sustained commitment to measure organizational commitment. The results showed that transformational leadership behaviors and organizational commitment, employee turnover has significant correlation. Proposed and tested the transformational leadership commitment through the organization of the intermediary on the impact of staff turnover mechanism. At last, some limitations of this study and future research suggestions.
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