This study investigated the practices of transactional leadership and transforma-tional leadership in Taiwan’s hotel industry, and examined the influences of these two leaderships on two dimensions of trust (cognitive trust and affective trust). Further, the study verified the effects of cognitive trust and affective trust on three di-mensions of organizational commitment (continuance, normative and affective commitment), respectively. Finally, this study examined the causal relationship among transactional leadership and transformational leadership as well as dimensions of trust and organizational commitment, and confirmed cognitive trust and affective trust play mediating roles between leadership and organizational commitment. The subjects of this study were Taiwan’s hotel employees. Total 395 were completed and returned, resulting in 68% response rate. Data analyses used descriptive analyses, reliability analysis, confirmatory factor analysis and structural equation modeling.
The results showed that transformational leadership had positive influences on cognitive trust and affective trust. Transactional leadership had negative effect on cognitive trust. This finding may be explained by a suppressor effect of transforma-tional leadership. Cognitive trust had positive effect on continuance commitment. Affective trust had positive influences on normative commitment and affective commitment. This study also confirmed cognitive trust does not play a mediating role between transactional leadership and continuance commitment. Cognitive trust played a full mediating role between transformational leadership and continuance commitment. Affective trust played a partial mediating role between transformational leadership and normative commitment as well as between transformational leadership and affective commitment. This study proposed practical implications to the hotel management, suggesting managers should identify and articulate a vision, provide appropriate model, foster the group goals, display high performance expectations, provide individualized support, and stimulate intellectual to enhance trust and orga-nizational commitment to employees.
