This empirical study examined the extents to which organizational leadership influence employee commitment in Nigeria. Survey design was used and questionnaire was the main data collection which was administered to one hundred and ten (110) academic and nonacademic staff in College of Education, Warri, Delta State. The study used two (2) leadership styles – transactional and autocratic leadership styles; data obtained were analyzed via descriptive, regression diagnostics and inferential statistical tools. The dependent variable is employee commitment while independent variables are leadership styles (transformational and autocratic leadership). Multiple regression results revealed that while transformational leadership style (t-value = 9.77; p-value. = 0.000) significantly positively influence employee commitment, autocratic style of leadership(t-value= -6.04; p-value.=0.000) significantly negatively affect commitments of academic and non-academic staffs. The study recommends among others that management of monotechnics should possess transformational leadership style that can encourage academic and non-academic staff in realizing significant outcomes on the job and leader-employee exchange benefits, which would in turn result to increased employee commitment. On the other hand, management of monotechnics should further discourage the use of autocratic leadership style as it would decrease staff self-confidence on the job as well as decreasing efficiency in decision-making.