Abstract :
The purpose of this research is to study the relationships between supervisorʹs procedural justice and subordinatesʹ 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) Supervisorʹs procedural justice has a significant and positive relationship with subordinatesʹ cognitive (B=.95, p < .01) and affective trust (B=.97, p < .01). (2) Subordinatesʹ cognitive trust has a significant and negative relationship with their organization-based self-esteem (B= -.17, p < .01), while subordinatesʹ affective trust has a significant and positive relationship with their organization-based self-esteem (B=.20, p < .01). (3) Supervisorʹs procedural justice has no significant relationship with subordinatesʹ organization-based self-esteem (B=.04, p > .05). The findings of this study suggest that although fair treatment of supervisors develops their subordinatesʹ 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.
