Since committed and capable human resource provide competitive advantage for any organizations, this research is intended to assess the degree of employees’ commitment in order to find out the effectiveness of emotional intelligence on organizational commitment. Research population involves all the international experts in Mellat and Eghtesad Novin banks. Research instruments included Allen and Mayer’s standard organizational commitment questionnaire and Goleman’s emotional intelligence. Descriptive statistics included frequency table, mean and standard deviation. Nonparametric tests were applied as inferential statistics and structural equation modeling was used to evaluate the conceptual model. The results indicated that all types of commitment (emotional, constant, and normative commitments) equally existed in the employees at different sections. The ranks given to different structures of emotional intelligence showed that sympathy, self-motivation, emotional management, and social skills had the most to least correlation with emotional intelligence and organizational commitment respectively. Assessment of the relationship between the elements of emotional intelligence and organizational commitment indicated that all the element of emotional intelligence were strongly related to emotional commitment. Variables such as self-consciousness, emotional management, and social skills are significantly related to normative commitment. Self-motivation is significantly related to constant commitment, and sympathy has a meaningful relationship with both commitments.