Objective: the aim of this research is to investigate the impact of generation gap on organizational trust and commitment dimensions.

Method: This research is applied research in terms of purpose and descriptive-correlational research in terms of method. The study population is employees of a quasi-public company in which 355 samples were studied using stratified random sampling among different generations of employees. Data analysis including statistical and analytical analysis was performed by MANOVA method using SPSS 24 software.

Findings: the results indicate the effect of generation gap on organizational trust and commitment. The results also showed that generation gap has effect on the dimensions of organizational trust including lateral trust, Vertical trust and institutional trust and the dimensions of organizusing ational commitment including affective commitment, normative commitment and continuous commitment. The results also indicate that the older generation’s organizational trust and commitment is more than younger generation’s organizational trust and commitment.

Conclusion: The results of research will be a guide for organizational managers and employers to adjust their expectations in the field of organizational trust and commitment based on the attitudes of their employees in different generations and predict their employees' behavior accordingly.