The purpose of this quantitative correlational study was to determine if authentic leadership was related to either employee trust in leadership or affective organizational commitment in an association of community colleges in the North Texas region of the United States. Three theoretical concepts formed the framework for this study: Authentic Leadership Theory, Employee Trust in Leadership, and Affective Organizational Commitment. The study was guided by two research questions that were designed to test if the variables were related. Primary data was collected from a convenience sample of 108 members, from an association of community colleges in the North Texas region. Data and demographic information were gathered using an online survey with three validated instruments: ALI, TLLS, and ACS. Support for hypotheses 1 and 2 were found using Pearson's product-moment correlation to measure strength and direction of the relationships of the variables. A significant, positive correlation was identified between Authentic Leadership and Trust in Leadership, r(107) = 0.818, p < 0.001, and Authentic Leadership and Affective Organizational Commitment, r(107) = 0.553, p < 0.001. The significance of the study is the contribution to literature, the application in the workplace, and a model for organizational development. The findings are relevant for human resources, training and development departments, scholars, and practitioners. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]