Organizational commitment is a psychological concept that expresses the feelings of belonging and loyalty. Commitment and leader support can increase job satisfaction, but factors such as economic crises, epidemics, globalization increase socio-economic problems such as unemployment and productivity loss. In this context, leader support such as career development, information sharing, feedback and finding solutions to the problem may cause employees to feel valuable and to make effort. This research shows that a leader-manager is the person who not only maintains the current period but also understands employee behaviors and reactions. As an effect of this research, employees do not see their job as compulsory, but find it meaningful and consequently job satisfaction may increase. The purpose of this research is to examine the mediating effect of leader support in the effect of organizational commitment on job satisfaction. For this purpose, a questionnaire was completed by 126 blue-collar workers (N = 150) in textile company in Istanbul. In the analysis of research data, SPSS 21 statistical software and multiple regression method were used. As a result of the research, the mediating role of leader support in the effect of organizational commitment on job satisfaction has been determined. This research, is based on neo-classical management approach, contributes to the scientific management literature and human resources managers in order to increase the productivity of business and employee in cooperation with leaders and employees.