Abstract
This study examines the multiple mediation model between despotic leadership and affective organizational commitment through trust in leader and voice climate. The proposed linkages were hypothesized relying on social exchange and signaling theories. The findings of this cross-sectional study (Pakistani sample = 304) indicate that despotic leadership is negatively associated with employee affective organizational commitment. Furthermore, trust in leader and voice climate play a mediating role in the relationship between despotic leadership and affective organizational commitment. The results highlight that leaders’ despotic inclinations have detrimental effects on employees’ outcomes.