Justice Scale Research Articles

Occupational stress, distributive justice and turnover intention among public hospital nurses in China: A cross-sectional study

AimTo examine the mediating role of distributive justice on the relation between occupational stress and turnover intention, and the regional role in moderating the relationship between distributive justice and turnover intention. BackgroundTurnover intention is an effective indicator of job departure and has been widely studied. Identification of methods to reduce turnover intention among nurses is a focus of the new round of medical and health system reform in China and in the realization of the “Healthy China 2030” policy. However, few studies have examined the present situation of Chinese nurse's turnover intention and corresponding influencing factors. MethodsData were collected on-site by using questionnaires designed by anonymous researchers. A total of 718 effective questionnaires were allocated from representative public hospitals. Data were collected for the “Challenge and Hindrance-Related Self–Reported Stress Scale”, “Distributive Justice Scale” and “Turnover Intention Scale”. ResultsChallenge stress was significantly inversely correlated with turnover intention, while hindrance stress was significantly positively correlated with turnover intention. Moreover, there was a significant inverse correlation between the two types of occupational stress and distributive justice and an inverse correlation between distributive justice and turnover intention. Regional role had a moderating effect on the correlation between distributive justice and turnover intention. ConclusionsChinese nurses' turnover intention is directly or indirectly influenced by occupational stress and distributive justice. Managers should set reasonable goals to cope with challenging stress. Proper intervention measures should be designed such as reducing barrier pressure, increasing remuneration, and promoting the matching between workload and job value to reduce the turnover intention. Finally, balancing the treatment towards nurses in different regions may help achieve relative fairness.

Kebebasan Berdagang Di Tengah PPKM Darurat Ditinjau Dari Sudut Pandang Sosiological Jurisprudence Dan Konsep Keadilan

The government has implemented a Policy for the Imposition of Restrictions on Emergency Community Activities that have an impact on the trade sector, one of which is micro, small and medium enterprises. These business actors, in addition to experiencing a decrease in turnover, also received criminal sanctions in the midst of the imposition of this emergency Community Activity Restriction by the local government. The formulation of the problem in this study is how freedom of trade in the midst of the Imposition of Restrictions on Emergency Community Activities is viewed from the point of view of sociological jurisprudence and justice. The approach method used in this study is a normative juridical approach, with secondary data collection. Data collection in this research is by literature study. The results obtained were analyzed qualitatively. From the results of the study, it shows that in sociological jurisprudence, trading in the midst of the Imposition of Restrictions on Emergency Community Activities is a community right that becomes a public reality that should still be monitored and controlled without imposing fines even though the Salus Populi Suprema Lex Esto principle is the basis for implementing these sanctions. However, at least the legal ideals must still be considered in order to change social values in the community. In the concept of justice, trading in the midst of the Imposition of Restrictions on Emergency Community Activities is the right of everyone to defend their life and life which has been formulated by law in the form of rights and obligations. This emphasizes that the Government must still pay attention to justice by considering economic and social factors, which of course must be relevant to public order where a scale of justice is recognized.

Kebebasan Berdagang Di Tengah PPKM Darurat Ditinjau Dari Sudut Pandang Sosiological Jurisprudence Dan Konsep Keadilan

The government has implemented a Policy for the Imposition of Restrictions on Emergency Community Activities that have an impact on the trade sector, one of which is micro, small and medium enterprises. These business actors, in addition to experiencing a decrease in turnover, also received criminal sanctions in the midst of the imposition of this emergency Community Activity Restriction by the local government. The formulation of the problem in this study is how freedom of trade in the midst of the Imposition of Restrictions on Emergency Community Activities is viewed from the point of view of sociological jurisprudence and justice. The approach method used in this study is a normative juridical approach, with secondary data collection. Data collection in this research is by literature study. The results obtained were analyzed qualitatively. From the results of the study, it shows that in sociological jurisprudence, trading in the midst of the Imposition of Restrictions on Emergency Community Activities is a community right that becomes a public reality that should still be monitored and controlled without imposing fines even though the Salus Populi Suprema Lex Esto principle is the basis for implementing these sanctions. However, at least the legal ideals must still be considered in order to change social values in the community. In the concept of justice, trading in the midst of the Imposition of Restrictions on Emergency Community Activities is the right of everyone to defend their life and life which has been formulated by law in the form of rights and obligations. This emphasizes that the Government must still pay attention to justice by considering economic and social factors, which of course must be relevant to public order where a scale of justice is recognized.

The Influence of Police Treatment and Decision-making on Perceptions of Procedural Justice: A Field Study

Objectives: This study examines whether police behavior that signals higher quality of treatment or decision-making leads to higher perceived procedural justice. Methods: Analyses are based on data collected during police traffic controls of moped drivers in two Dutch cities over a period of six months. Police behavior was measured through systematic social observation (SSO), and data on perceived procedural justice were collected through face-to-face interviews immediately after the encounters. Linear regression analysis with bootstrap estimates was used (n = 218), with an overall perceived procedural justice scale as the dependent variable in all regressions. Independent variables included an overall observed procedural justice index and four separate scales of police treatment and decision-making. Results: We find no evidence that police behavior that signals fairer treatment or decision-making leads to higher perceived procedural justice. Conclusions: Our findings add to the currently very limited empirical evidence on an important question, and raise questions about a central idea, that more procedurally just treatment and decision making by authorities leads to an increase in perceived procedural justice and enhanced compliance. The first of these requires more research.

Racial identity and emotional responses to confederate symbols

AbstractObjectiveThis research tests whether psychological predispositions influence African Americans’ emotional responses to Confederate battle symbols. The former Mississippi state flag is employed here because it contained the Confederate battle symbol in the left canton.MethodsThe data were collected using a snowball sample of 68 African Americans from Jackson, the state capital of Mississippi. Emotional responses to the Mississippi state flag were measured using skin conductance levels (SCLs). Using ordinary least squares regression, the SCLs were regressed on variables measuring multiple dimensions of racial identity and ideology: Linked Fate, Private Regard, and Legal Disillusionment. Because of the significant presence of police officers in the sample, a dummy variable was included to account for this group. The study also controlled for the self‐reported Age of the participants.ResultsThe findings of this study reveal that African‐Americans suffer psychological trauma when observing racist symbols. African Americans who shared a common fate with other African Americans and those who possessed a high regard for other African‐American people were more emotionally responsive when they viewed the former Mississippi state flag. Police, however, were less responsive, when compared to civilians. This result may be attributable to officers working near the state capitol building and becoming desensitized to seeing the flag.ConclusionIn recent years there has been an increased interest among political scientists in the study of biopolitics. One of the shortcomings, however, is that the research has relied almost exclusively on white subjects. Our research helps to fill this gap by focusing exclusively on African Americans. We interpret the findings to suggest that African Americans do not uniformly respond to the flag but are unique individuals whose personal views and experiences shape how they respond to the world. Even when presented with symbols representing a horrid past of lynchings and terror, African Americans do not constitute a monolithic group. The removal of the Mississippi state flag establishes one of many historical markers in the states efforts to balance the scale of racial justice. Its removal also represents one less source of trauma for African‐Americans and a step toward racial healing for Mississippi and the nation.

Meritokrasi ve Örgütsel Adalet İlişkisinin Kamu Çalışanları Açısından İncelenmesi (An Examination of the Relationship Between Meritocracy and Organizational Justice from the Perspective of Public Employees)

Purpose – Meritocracy is a fundamental theory of equality, regardless of the innate or acquired attainment of any person, such as origin, religion, language. This is a system where there is equal opportunity, no discrimination and everyone is evaluated according to their abilities and skills. Organizational justice, on the other hand, focuses on the equity and justice in attitudes and behaviors towards oneself or others within the organization. In this study, the relationship between meritocracy and organizational justice is examined. In this context, it is aimed to determine the perceptions of meritocracy and organizational justice of public employees. Design/methodology/approach – A 3-stage questionnaire and scale were applied with random selection sampling method to 447 employees working in public institutions and organizations. The sample constitutes 40% of the population depicted. The questionnaire was applied to the participants in order to determine the demographic situation, the preference for the merit principle and the organizational justice scale to measure perceptions of meritocracy and organizational justice. Descriptive statistics, one-way ANOVA test, correlation analysis and regression analysis were used to analyze the data. Findings – According to the results of the study, the meritocracy perception of the employees was below the average. It can be stated that the perception of public employees regarding equality of opportunity and merit is low. On the other hand, the perception of organizational justice has been calculated above the average. It is understood that the higher the perception of meritocracy, the higher the organizational justice. It has also been observed that the income obtained creates a difference in the perception of meritocracy. Discussion – The rightful criticism of female employees regarding the equality of opportunity within the organization and decision-makers not being fair compared to men should not be ignored. The importance given to concepts such as equality of opportunity in the workplace, fairness in rewarding, promotion opportunity and merit will contribute positively to the sense of justice of the employees.

ORGANIZATIONAL JUSTICE PERCEPTION AND JOB BURNOUT AMONG NURSES AT PORT SAID SELECTED HOSPITALS

Background: Organization justice alludes to the degree to which nurses perceive working environment strategy, cooperation, and results to be reasonable, a major result of low levels of justice in organizations is increasing levels of job burnout among nurses. Study aim: is to investigate organizational justice perception and their relation to job burnout among nurses at Port Saidselected Hospitals. Subjects and Method: Descriptive correlational examination configuration was led in all inpatient divisions at Port-Saidselected Hospitals on 206 nurses. Data collection tools incorporated Colquitt's Organizational Justice Scale and Maslach Burnout Inventory and content validated by a panel of specialists. Results: The study results revealed that around half of nurses had a moderate degree of overall organizational justice and more than one third of nurses had moderate levels of emotional exhaustion. Additionally, less than three quarters of nurses had low levels of depersonalization. Likewise, overall organizational justice and it's all dimensions has a statistical significant negative correlation with total job burnout. Conclusion and recommendations: Nurses' perceived moderate degree of organizational justice, interactional justice scored the highest percentage. Whereas, a moderate level of burnout. Negative significant correlation between organizational justice and job burnout. However, negative significant correlations between all organizational justice and its dimensions with emotional exhaustion, depersonalization and total job burnout. The study recommends that a performance appraisal system with relevant job description should be applied to distributive justice by nurse manager.

ORGANIZATIONAL JUSTICE, TRUST, IDENTIFICATION AND ITS RELATION WITH ACADEMIC STAFF’ CITIZENSHIP BEHAVIOR

Background: Organizational justice, trust and identification deals with the academic staff’ perception of fairness, rewards, relation and participating in a decision-making process that strengthening employees to provide large effort above the expectations of official role as organizational citizenship. It is individual behaviors, which are helpfulness, well-meaning and cooperation among faculty members and avoid undesirable acts to improve the skills of academic staff. Aim Identify the relationship of organizational justice, trust, and identification with academic staff` citizenship behavior. Design: Descriptive correlation was utilized. Setting: Faculty of nursing- Mansoura University. Subjects: all nursing academic staff at nursing faculty during the academic year 2017-2018 and not have managerial position (160). Tools: Four tools were used: organizational justice scale, organizational trust scale, Organizational Identification Questionnaire and Organizational Citizenship Behavior Questionnaire. Result: High percent 43.8%, 61.9% & 80% of academic staff had high level of organizational trust, identification and citizenship behavior respectively, while (47.5%) of them had moderate level of organizational justice. Academic staff had high level of organizational citizenship behavior were high feeling of justice, trust and identification. Statistically significant correlations were found between organizational citizenship behavior with organizational justice, trust and identification. Conclusion: Organizational justice, trust and identification are significant for academic staff citizenship behaviors. Correlation was found between Organizational citizenship behaviors with organizational justice, trust and identification. Recommendation: The efforts of improve academic staff’s perceived organizational justice, trust and identification should be exerted by Faculty management through: provides equal chance for academic staff to participate in the process of decision making.

The relationship between nurses' personality traits and their perceptions of management by values, organizational justice, and turnover intention.

To determine the relationship between nurses' personality traits and their perceptions of management by values, organizational justice, and turnover intention. It was a descriptive study. A demographic questionnaire, the big five personality scale, the organizational justice scale, the management by values scale, and the turnover intention scale were used to collect data. Data analysis did not demonstrate any relationship between nurses' personality traits and their perceptions of management by values, organizational justice, and turnover intention. However, results of regression analysis concluded that perceptions of management by values affected the nurses' perceptions of organizational justice positively. Nurses' perceptions of organizational justice can be raised and turnover intention may be reduced by improving their perceptions of management by values.

Effects of Task Difficulty and Perception of Distributive Justice on Social Loafing Among Senior Secondary School Students

Purpose: This study investigated effects of task difficulty and perception of distributive justice on social loafing.
 Methodology: Twenty-eight (28) participants comprising 14 males (50%) and 14 Females (50%) randomly selected from a population of Senior Secondary 2 Students (SS2) in Foundation Comprehensive College Okoloma Afam, Oyibo Local Government Area, Rivers State participated in the study. Participants were drawn using purposive sampling technique and the simple random sampling techniques. The ages of participants ranged between 14 – 15 years and their mean age was 14.75 years. The study was experimental. The perception of distributive justice scale and social loafing scale were the instruments used in the study. The design of the study was a 2x2 Factorial Design. A 2-way Analysis of Variance was employed for data analysis.
 Findings: The results of the study revealed that task difficulty has a significant effect of on social loafing (F (1, 27) = 5.48; P<0.5). The results also revealed that perception of distributive justice has a significant effect on social loafing (F (1, 27) =11.14; P<0.5). In addition, results revealed no significant interaction effect between task difficulty and perception of distributive justice on social loafing.
 Unique contribution to theory, practice and policy: Implications and recommendations were made on the basis of the findings of the study.

Exploring Mechanisms of Mental Illness Stigma Reduction in Asian Canadian Men.

Objective:Although there is evidence of effective stigma reduction by various psychological and educational interventions, the mechanisms of change remain unclear. In this article, we examine hypothesized processes that might have mediated reductions in stigma observed among Asian men who had received in mental health promotion interventions in Greater Toronto Area, Canada.Method:Our sample consisted of 495 Asian men, who received either acceptance and commitment therapy (ACT; n = 133), contact-based empowerment education (CEE; n = 149), combination of ACT and CEE (n = 152), or psychoeducation (n = 61). Group differences on intervention outcomes, including stigmatizing attitudes (Community Attitudes toward the Mentally Ill), internalized stigma (Internalized Stigma of Mental Illness), valued living (Valued Living Questionnaire), and attitudes to engage in social change (Social Justice Scale) were hypothesized to be due to the impact of the different interventions and mediated by changes in specific underlying psychological processes. These process-related changes were modelled using measures of mindfulness (Freiburg Mindfulness Inventory), psychological flexibility (Acceptance and Action Questionnaire version II), and empowerment (Empowerment Scale [ES]). Their pre- and post changes were analyzed with repeated measures analysis of variance, and mediational analyses were performed.Results:Findings from mediational analyses suggest that empowerment (ES) mediated a significant portion of the effects observed in reduction in stigmatizing attitudes and internalized stigma across intervention groups (t = 3.67 to 3.78 for CEE groups, and t = 4.32 to 4.56 for ACT groups). For the ACT groups, reduction in internalized stigma might also have been partly mediated by psychological flexibility, an intervention-specific psychological process.Conclusions:Results from the current study suggest that different stigma reduction interventions may be mediated by increased empowerment as a common mechanism of change, while intervention-specific mechanism of change, improved psychological flexibility through ACT, may also contribute to improvement in internalized stigma.

Relationship between Instructors’ Organizational Citizenship Behaviors and Organizational Justice Perceptions [doi: 10.14527/kuey.2014.017

This study aimed to examine the relationship between perceptions of organizational justice and organizational citizenship behaviors (OCB) and to analyze the organizational justice perceptions and OCBs of instructors with respect to some demographic variables. The sample of this descriptive study consisted of 154 instructors working in a university in Izmir, Turkey. The data were collected using organizational justice scale designed by Colquitt (2001), and OCB scale by Podsakoff, MacKenzie, Moorman and Fetter (1990). Responses were statistically analyzed using t-Test, one way ANOVA, Scheffe multiple comparison and Pearson correlation test. According to the analyses, demographic variables were not found to be related to the perceptions of organizational justice. However, it was found that there is a significant difference in the OCB in terms of gender and seniority. Most importantly, the results indicated a significant relationship between the participants’ perceptions of organizational justice and their OCB. It can be concluded that instructors who experience fair treatment are likely to reciprocate it with more OCB.

The predictive powers of organizational trust and justice on enabling school structure: A structural equation modelling approach

Organizational structures are an important organizational variable affecting organizational behaviours and individuals' relationships with each other. The structural dimension of schools in terms of educational management is evaluated under two groups in the literature, namely, enabling and hindering school structures. Enabling school structures provide a healthy school climate and help schools be more effective. Individuals' perceptions of organizational trust and justice are also effective in ensuring a healthy school climate and school effectiveness. The aim of this study is to examine the predictive power of teachers' perceptions of organizational trust and justice on their perceptions of the enabling school structure. The structural equation model was used in the study, which is designed in the descriptive survey method. The study group is composed of 1187 teachers working at primary, secondary and high schools. Data were collected through Enabling School Structure Scale (Form-ESS), Organizational Justice Scale, Organizational Trust Scale and a Personal Information Form. The findings revealed that teachers' perceptions of organizational justice and organizational trust predict their perceptions about enabling school structure.

Developing the Organisational Justice Scale and Examining Teachers' and School Administrators' Views about Organisational Justice in Primary Schools

The purpose of this study is to develop a reliable and valid measurement tool to explore views about organisational justice in schools and to examine teachers' and school administrators' views about organisational justice in primary schools. The sample of the study consisted of a total of 455 participants, 176 school administrators and 279 teachers from the primary schools in the Centre of Van. The Organisational Justice Scale, developed by the authors, was employed as data gathering tool. Principal Component Factor Analysis was used to determine the content and construct validities of the scale and Confirmatory Factor Analysis was employed to evaluate the obtained results. As a result of the study, the developed Organisational Justice Scale (OJS) was found to be a valid and reliable measurement tool for school applications.

Use of a media intervention to increase positive attitudes toward transgender and gender diverse individuals

Background: As issues related to transgender and gender diverse individuals gain more national media attention, professional organizations that promote mental health and LGBTQ + rights continue to advocate for equality and inclusion. Barriers to equality and inclusion for transgender and gender diverse individuals can include a variety of factors including discrimination in educational and workplace settings, and issues related to housing, poverty, and homelessness. Aim: To examine the impact of a media intervention on changing attitudes toward transgender and gender diverse individuals. Methods: A total of 223 students from a large, Midwestern university in the USA participated and received a 45-minute media intervention along with pre- and post-testing. Results: A split-plot factorial ANOVA to investigate potential differences in attitudes and beliefs toward transgender and gender diverse individuals using the Transgender Attitude and Beliefs Scale indicated a statistically significant interaction based on a media intervention where F(1, 109) = 7.042, p = .009. A split-plot factorial ANOVA to investigate potential differences in willingness to engage in social action on behalf of this population measured by the Social Justice Scale did not indicate a statistically significant interaction based on the media intervention where F(1, 109) = .881, p = .350. Conclusion: These findings suggest that a variety of potential media interventions can increase positive attitudes and beliefs toward marginalized groups, but a stronger and/or additional intervention is needed for participants to engage in social action on behalf of the group. Implications and limitations of the study are discussed.

The Characteristics of the Nursing Organizational Management Highlighted by COVID-19

The COVID-19 outbreak has raised awareness of the importance of increased motivation and resilience in nurses. To explore the level of nurse Job involvement in Z hospital in Zhuhai city of China, and the influence of Organizational justice and Organizational identity, a total of 125 nurses in Z hospital in Zhuhai city, Guangdong province, were selected by convenient sampling method and investigated with general information questionnaire, Organizational justice, Organizational identity,and Job involvement Scale. There were 114 valid questionnaires returned; The scores of nurse’s Organizational justice, Distributive justice, Procedural justice and Interactive justice, Organizational identity,and Job involvement were 3.532±0.581, 3.397±0.691, 3.487±0.729, 3.840±0.641 and 3.912±0.615 respectively. The score of organization justice positively correlated with the scores of Organizational identity (r=0.627, P<0.001), and positively correlated with the score of Job involvement (r=0.627,P<0.001). The scores of Organizational identity were positively correlated with the score of Job involvement (r=0.724,P<0.001). The results of regression analysis showed that Organizational justice, Organizational identity can positively affect nurses’ Job involvement, and explained 59.9% of the cumulative variance. At the same time,Organization identity played a partial mediating role between Organizational justice, as well as its three sub-dimensions and Job involvement. The scores of Organizational justice and Job involvement in selected nurses in Zhuhai are only a little higher than the average levels, which needs to be improved. The perceived Interactive justice is high while the Distributive justice is low. Nurses’ Job involvement and Organizational identity can be promoted directly by increasing Distributive justice, followed by Interactive justice and Procedural justice.

The Role of Supervisors in the Hygiene Practice Compliance of the Food Sector Workers

Food hygiene is indisputably one of the most important issues in terms of public health and safety. Food workers are the leading staff members for the compliance of the basic hygiene rules. COVID-19 pandemic has attracted more attention especially for the exported goods from the higher case countries. Even though there is no evidence about the food contamination and COVID-19 risk, according to the European Food Safety Authority, food hygiene practices are important to avoid any contamination risks. Managers are known to have a significant influence on the behavior of their subordinates. In the relevant literature, it is stated that “interactional justice”, which is called the behavior of managers concerning their subordinates and providing adequate information and explanation about the decisions taken, is the most important indicator of the performance and efficiency of subordinates. From this point on, it is thought that interactional justice will affect the behavior of food workers to comply with the hygiene rules. In this research, employees' perceptions of interactional justice are planned to be measured using the informational and interpersonal justice subscales of the organizational justice scale. The tendencies to comply with the hygiene rules will be measured by asking the requirements of the HACCP food security system. At the end of this study, we expect to reach the processing operation involved workers of the investigated food companies.

Güç Mesafesi ve Örgütsel Adaletin Politik Davranışlar Üzerindeki Etkisi1 (The Effect of Power Distance and Organizational Justice on Political Behaviors)

Purpose – The purpose of this study is to examine the relationships between employees’ perceptions of power distance and organizational justice and political behavior and determine whether political behaviors decrease with decreasing power distance and organizational justice has a significant and negative effect on political behaviors. Design/methodology/approach – In the research, questionnaire technique was utilized for gathering the data and Power Distance Scale of Dorfman ve Howell (1988), Organizational Justice Scale of Niehoff ve Moorman (1993) and Political Behavior Scale of Islamoglu ve Boru (2007) were used. Gathered data were evaluated by the help of statistical analyses and correlation analysis and regression analysis were performed to test the hypotheses of the research. Findings – As a result of the findings, it has been determined that reducing the power distance perception, political behavior and acting concessive, acting hypocritical, trying to ingratiate oneself, making coalition and acting for self-interest as subdimensions of political behavior will be reduce. It has also been found that employees’ perceptions of organizational justice have a significant and negative effect on acting for self-interest as subdimensions of political behavior, and there isn’t found the similar effect on acting concessive, acting hypocritical, trying to ingratiate oneself and making coalition as subdimensions of political behavior. Discussion – Political behavior in organizations is an expected situation. However, it is important for organizations to manage political behavior without causing devastating consequences. In this process, the findings of power distance and organizational justice examined in the research can be taken into consideration in the management process of political behaviors.

Örgütsel Adalet Algısı ile İş Memnuniyeti Arasındaki İlişkinin İncelenmesi: Adıyaman İli Konaklama İşletmeleri Örneği (Examining the Relationship between Organizational Justice Perception and Job Satisfaction: The Case of Hospitality Business in Adıyaman)

Purpose – The purpose of this study is to examine the relationship between organizational justice and job satisfaction perceived by employees in accommodation establishments established in Adiyaman. Design/methodology/approach – In this study, relational scanning model, one of its quantitative types, was used. A face-to-face survey was conducted with 123 hotel employees between October and December 2019. The first part of the study consists of an organizational justice scale consisting of 8 statements developed by Donovan, Drasgow and Munson (1998). The second part consists of the 26-phrase “Job Descriptive Index” (JDI) scale developed by Smith, Kendal and Hulin (1969). The third part consists of questions regarding the demographic characteristics of the employees. Findings – A significant and positive relationship was determined between perceived organizational justice and job satisfaction by the employees in the research sample. Discussion – The study is expected to guide hospitality managers about the importance of justice and job satisfaction in terms of business performance and service quality.

Örgütsel Adalet ve Örgütsel Güvenin İşe Adanmışlık Üzerindeki Etkilerinin Belirlenmesi: Alanya Belediyesi Çalışanları Üzerine Bir Araştırma (Determining the Effects of Organizational Justice and Organizational Trust on Job Engagement: A Study on Alanya Municipality Employees)

Purpose – The main aim of this study is to determine the effects of organizational justice and organizational trust on job engagement. Design/methodology/approach – In the study, the Organizational Justice Scale developed by Niehoff ve Moorman (1993) was used for determining the perception of organizational justice, the Organizational Trust Scale developed by Adams (2004) was used for determining the perception of organizational trust and Job Engagement Scale developed by Schaufeli et al. (2006) was used for determining the perception of job engagement. Reliability, validity, and confirmatory factor analyzes were performed on the data obtained in the study, and the hypotheses were tested with path analysis. Findings – According to the results of the research, it has been observed that interaction justice has a positive effect on the dimensions of trust in the manager, trust in colleagues, and trust in the organization. While procedural fairness has a positive effect on the dimensions of trust in the organization and the manager, it has not seen any effect on the dimension of trust in colleagues. In addition to that, it was concluded that two dimensions of organizational trust, namely the trust in the manager and trust in the organization, had a positive effect on employees' job engagement. Discussion – A significant effect of interaction justice has been observed on all dimensions of organizational trust. The clear and explicit expression of wishes and expectations of managers in their communication with their subordinates are important factors in the formation of organizational trust of employees. It is observed that transactional justice affects trust in the organization and the manager, albeit at a low level. Therefore, it can be inferred that the process of making organizational decisions and declaration of the criteria which are used in this decision making process affect the trust of employees in their organizations and managers. Moreover, according to the research results; it can be interpreted that ensuring the trust in the organization and the manager is an important factor in establishing the engagement of the employees to the job.