Background and Objectives: Motivated employees are probably the most valuable resource of the contemporary organizations. Evidence shows the significant impact of Perceived organizational justice on the attitudes of employees, including their Trust. To further investigate the issue in the context of health organizations, this study aimed to explore the relationship between Perceived organizational justice and employees’ Trust among the staff of Kerman University of Medical Sciences (KUMS), Iran.Methods: Overall, 285 employees were selected to participate in the study based on stratified sampling and Cochran formula. Organizational justice was measured by Nieh off and Moorman questionnaire in three dimensions of distributive, interactional, procedural justice. The Trust in managers was measured in the dimensions of competence, benevolence and reliability, and institutional Trust was quantified based on situational normality, vision, strategy, communication, and structural assurance using the corresponding inventories developed by Elonen et al. The reliability of the study tools was confirmed by Cronbach’s alpha of 89% for organizational justice and 86% for Trust in managers and institution. Data were summarized using descriptive methods and analyzed by Pearson’s correlation coefficient, t-test and multiple regressions analysis.Findings: A significant positive relationship was identified between the Perceived organizational justice and Trust in managers and institution. Among the three dimensions of organizational justice, procedural justice showed the strongest relationship with Trust in managers and institution compared with distributive and interactional justice. Perceived organizational justice and Trust were not significantly different between the sex, age, job tenure, employment status, and educational level groups.Conclusions: The research results provide evidence that organizational justice is a predictor of employees’ Trust in their managers and institution. Given the importance of employees’ Trust in their organizational commitment, this study recommends improvement of organizational justice as a pathway towards enhanced human resources productivity in the medical education organizations.

the lack of Trust or in specific health status, they may avoid providing sensitive information for their care or might change the information. This research was done to examine the impact of Perceived health status and Trust propensity on privacy calculus. Methods: In this analytical research three questionnaires, namely Trust Propensity, Health Status (Goldberg and Hiller), and Privacy Calculus were used. The statistical population consisted of the patients of one of the Ahvaz hospitals. Following sample size determination using the Morgan table, 379 usable questionnaires were collected non-randomly. The majority of respondents were younger than 30 and male. After face, content, and construct validities, the reliability was examined through Cronbach’, s alpha and composite reliability and the hypotheses were examined by partial least square method, using SmartPLS. Results: Patients’,privacy calculus was associated with Trust propensity and Perceived health status (P<0. 05), while Trust propensity had no correlation with Perceived advantages and disadvantages of privacy disclosure. The relationship between Perceived health status and advantages and disadvantages of information disclosure was positively significant (P<0. 05). Conclusion: In order to improve patients’,provision of rich information to medical staff, their Trust propensity should be improved.