Abstract: The problem. The purpose of this study was to investigate the relationship among interpersonal and organizational trust and organizational commitment. More specifically, this study examined how trust in direct supervisor and trust in the organization would affect employees' levels of affective and normative commitment. Method. Data were collected from a sample of 346 employees in a high-tech organization, and a correlational study was conducted to examine the relationship between variables specified in all 4 hypotheses. The present study combined 4 instruments to address the research questions. The Interpersonal Trust Scale by McAllister (1995) was used to measure the levels of cognitive- and affect-based trust that employees had towards supervisors. The Organizational Trust Scale developed by Robinson (1996) was used to measure the level of trust employees had towards their organizations. The revised Organizational Commitment Scale designed by Meyer and Allen (1991, 1997) was used to measure the affective and normative commitment levels employees had towards their organizations. Results. The results revealed that interpersonal trust had a significant and positive relationship with affective and normative commitment. The results also revealed that organizational trust had a significant and positive relationship with affective and normative commitment. Correlation coefficients were all statistically significant at the .05 level of confidence. Results of the study supported the premise that as trust in the supervisor and organization increase, so will an employee's desire and obligation to remain with the organization. The study also performed some additional analyses by examining the relationship between interpersonal and organizational trust and continuance commitment. The results revealed that both forms of trust had a significant, negative relationship with continuance commitment. Limitations of the study and directions for future research were also included.