Investigation of relationship between organizational justice and leader-member exchange (LMX)with Trust in supervisor and dimension of psychological empowerment

The aim of this research was to study the relationship between organizational justice and LMX with trust in supervisor and dimensions of psychological empowerment. The sample consisted of 247 employees of the Esfahan Steel Company who have been working in the summer of 2010 (1389s.c.). Data was collected by questionnaire of Niehoff and Moorman's organizational justice (1993), Graen, Novak and Sommerkamp (1982) for LMX, and scale of trust in supervisor by Hartog and Koopman (2003). Data was analysis by using correlation, simple and multiple regression. Results showed that procedural justice and LMX predicted trust in supervisor and procedural justice predicted trust in supervisor greater than LMX. Quality of LMX and procedural justice were important for employee's trust in supervisor. Further interactions revealed that supervisors’ fair treatment with subordinate were very important for building trust in leader.