The Relationships between Supervisor's Procedural Justice, Subordinate's 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.