This research was to learn the trust of direct leaders from the points of the staff, and to discuss how to influence organizational commitment and job involvement. Since trust of direct leaders was one of the key factors to increase organizational commitment and job involvement, the cohesion will turn up when the staff accept the concern from directors, and the group can collaborate. Therefore, the operation of an organized system and the achievement of assignment were necessary to base on the trust of direct leaders, then it brought the maximum beneficial result. After getting nine hundred and thirty-six available questionnaires, this research used the methods of Analysis of One-Way Factorial Variance, Correlation Analysis, and Analytical Regression Process to get the verification. According to the statistics, I addressed the conclusion and recommendation of this research. In the discovery of the result, individual variables were including the trust of direct leaders, organizational commitment and job involvement. There wasn¡¦t any noticeable difference in sex, but it existed in marriage, age, work experience, education level and position. Moreover, according to the result of the research in Correlation Analysis, the trust of direct leaders, organizational commitment and job involvement caused high positive correlation . It means the degree of the trust of direct leaders is higher, and the staff would have higher organizational commitment, and degree of job identification and involvement. In addition, the work experience with directors was interference variables, and to prove if there was the interference effect in the trust of direct leaders from organizational commitment and job involvement, the verified result revealed that there wasn¡¦t any interference effect in any other factors, except Cognition-based Trust could effect the value and effort commitment . In terms of the collection of this research results, the assumptions approximately existed in Correlation Analysis, and on the contrary, they didn¡¦t exist in interference effect. In conclusion, I had some recommendation for this research to provide the enterprise some different ideas and directions of management. The organization should emphasize how to increase the trust of direct leaders, enhance the interaction between the management and the staff, lift organizational commitment from the personnel, and raise the degree of job involvement for the advantage of the organization development.