This paper studies the potential relationship between PL, OI, OC and OBSE among employees working at enterprise and the teaching staff working at A university in Korea. As a frontier of fields of organizational behavior and human resource management, research on PL has been born in Taiwan and boomed in western scholars in the past thirty years, while domestic studies in this aspect is still relatively scare. Under the influence of confucianism, the effectiveness of PL in Korea maybe as significant as in China. This regards PL as research object, introduces OI as intermediary variable, OBSE as moderator variable to find out the impact on OC, while the status of behavior of employees in Korean organizations is analyzed.Through literature review, this thesis put forward its hypotheses and research model, by sorting PL, OI, OC and OBSE on the basis of existing research results. Empirical study made a questionnaire survey, using SPSS 21.0 statistical software for data and hypotheses test. Finally there are some valuable conclusions and some human resource management practices recommendations for reference. The main conclusions is as follows:1. Authoritarianism had one significant negative relation to organizational identification, both benevolence and morality have one positive relation to OI.2. OI had one significant positive relation to value commitment and commitment to stay.3. The authoritarian dimension of paternalistic leadership had no impact on OC. On the other hand, the benevolence dimension and morality dimension had one positive relation to value commitment and commitment to stay.4. OI had intermediary roles in the impact of benevolence dimension and morality dimension on value commitment. And the mediating effect of OI was investigated relationship between morality dimension and commitment to stay.5. OBSE can moderate the relationship between PL and OC.Key words: Paternalistic Leadership(PL); Organizational Identification(OI); Organization Commitment(OC); Organization-Based Self-Esteem(OBSE).