This study tested a model of trust-in-supervisor that included propensity to trust and supervisor attributes (i.e., ability, benevolence, and integrity) as antecedents and affective organizational commitment and helping intention as criterion outcomes. A field survey using a structured questionnaire was used to gather data from 255 white-collar employees from diverse occupations and organizations.Path analysis results showed that supervisor ability, benevolence, and integrity as well as employees' propensity to trust were positively associated with trust-in-supervisor. Trust-in-supervisor, in turn, predicted employees'affective organizational commitment but did not have any influence on their willingness to help co-workers. Implications of the findings and suggestions for future research are discussed.