The Relationships between Supervisor's Procedural Justice, Subordinates’ Trust and Organization-Based Self-Esteem

The purpose of this research is to study the relationships between supervisor's procedural justice and subordinates' affective and cognitive trusts in the supervisor, and their organization-based self-esteem. the sample is consisted of 648 employees of three religious and guidance organizations in iran. the sampling method is the random sampling. the data are collected by using four well-established instruments of organization-based self-esteem, affective trust, cognitive trust, and procedural justice. the statistical analysis was the structural equation modeling. the results of the analysis indicated that: (1) supervisor's procedural justice has a significant and positive relationship with subordinates' cognitive (β=.95, p<.01) and affective trust (β=.97, p<.01). (2) subordinates' cognitive trust has a significant and negative relationship with their organization-based self-esteem (β= -.17, p<.01), while subordinates' affective trust has a significant and positive relationship with their organization-based self-esteem (β=.20, p<.01). (3) supervisor's procedural justice has no significant relationship with subordinates' organization-based self-esteem (β=.04, p>.05). the findings of this study suggest that although fair treatment of supervisors develops their subordinates' affective and cognitive trusts, but only the affective trust of subordinates in their supervisors has a positive impact on their organization-based self-esteem. as a result, it behooves the supervisors to treat their subordinates fairly in order to improve their cognitive and affective trust through using supervision and leadership techniques to enhance their organization-based self-esteem.