Trust as a mediator of the relationship between organisational justice and work outcomes: test of an exchange model

Data obtained from full-time employees of a public sector organization in India were used to
test a social exchange model of employee work attitudes and behaviors. LISREL results
revealed that whereas the three organizational justice dimensions (distributive, procedural
and interactional) were related to trust in organization only interactional justice was related
to trust in supervisor. The results further revealed that relative to the hypothesized fully
mediated model a partially mediated model better fitted the data. Trust in organization partially mediated the relationship between distributive and procedural justice and the work attitudes of job satisfaction, turnover intentions, and organizational commitment but fully
mediated the relationship between interactional justice and these work attitudes. In contrast,
trust in supervisor fully mediated the relationship between interactional justice and the work
behaviors of task performance and the individually- and organizationally-oriented dimensions
of citizenship behavior. Copyright # 2002 John Wiley & Sons, Ltd