Abstract: The present study aimed to predict trust and organizational commitment among employees of Iranshahr Faculty of Medical Sciences according to the ethical leadership style. This descriptive study followed a correlational design. Using stratified random sampling method, 341 employees of Iranshahr Faculty of Medical Sciences were studied through applying three questionnaires on ethical leadership organizational trust and organizational commitment. To analyze the obtained data, Pearson correlation coefficient and simultaneous regression analysis were used via SPSS v.21. According to the results, the correlation coefficients of ethical leadership and dimensions of people orientation, fairness, power sharing, ethical guidance, role clarification and integrity with organizational trust were respectively 0.725, 0.497, 0.376, 0.444, 0.378, 0.471 and 0.426 (p<0.01). Moreover, the results of multiple regression analysis revealed that people orientation with a beta-value of 0.293, role clarification with a beta-value of 0.259, fairness with a beta-value of 0.23, integrity with a beta-value of 0.196, power sharing with a beta-value of 0.126 and ethical guidance with a beta-value of 0.108 had the highest power to predict organizational trust. Additionally, the correlation coefficients of ethical leadership and dimensions ofpeople orientation, fairness, power sharing, ethical guidance, role clarification and integrity with organizational commitment were respectively 0.807, 0.524, 0.291, 0.564, 0.441, 0.505 and 0.566 (p<0.01). The results of multiple regression analysis indicated that integrity with a beta-value of 0.352, power sharing with a beta-value of 0.292, people orientation with a beta-value of 0.284 and role clarification with a beta-value of 0.263 had the highest power to predict organizational commitment. Therefore, it can be concluded that the more and the better managers apply the ethical leadership style, such that they demonstrate more people orientation, fairness, power sharing, ethical guidance, role clarification and integrity in their behaviors, actions, andleadership style, the moretheir employees’ trust and organizational commitment increase.