Abstract
Aim - Past studies support the importance of organizational justice and its impact on employees' work attitudes. There are many factors that affect the employees’ work attitude but their perceptions about organizational justice and support are significant factors. Many studies have been conducted to investigate the relationship between Organizational justice and trust but there is a lack of research to measure the mediating role of perceived support. This study examines the role of perceived support as a mediator between organizational justice and trust.
 Methodology - The sample of the study is 170 faculty members of public and private sector universities of Pakistan. A cross-sectional design with a standardized questionnaire is used.
 Findings - Results indicate that distributive, procedural and interactional justice is direct antecedents of organizational and supervisory trust with the demonstration perceived organizational support as a partial mediator between procedural justice and organizational trust. Distributive justice is related to organizational trust both directly and indirectly through perceived organizational support and supervisory trust. Finally, interactional justice is a direct and indirect predictor of supervisory trust through perceived supervisor support.
Highlights
Trust is just like air – we all give little consideration to it until it is not there
We investigated how employees’ perceptions of organizational justice, support affect employees trust level
This study revealed that process showed that the mediator (POS) mediates the relationship of distributive justice and organizational trust and interactional justice is associated with Perceived Supervisory Support (PSS) and trust in supervisors, which confirms the previous research
Summary
Trust is just like air – we all give little consideration to it until it is not there It is essential for sustaining individual and organizational effectiveness. The purpose of the study aims to examines a very comprehensive model that incorporates all these variables: perceived support, organizational justice (distributive, procedural and interactional) and trust (organizational and supervisor), in a single study. This study will elaborate the previous work by studying the model that explores mediating role of perceived organizational and perceived supervisory support for the relationship of dimensions of organizational justice those are distributive justice, procedural justice and interactional justice and types of trust- organizational trust and supervisory trust
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