Justice and trust are concepts that are as old as human history. The investigation of the effects of these concepts on organizations is based on recent history. Organizational justice is a concept of how employees' decisions are perceived by employees. It is a challenging and complex process to ensure fair distribution of justifiable or justifiable gains in all activities carried out in organizations (such as recruitment, rewarding, performance appraisal, promotion, career development, rewarding, recruitment). Organizational trust is a concept influenced by the rules, values, beliefs, perceptions, emotions and behaviors that exist in the organization and forms the basis of intra-organizational communication. There is a need to work in a high confidence environment to ensure effectiveness in the workplace. Justice and trust concepts are important factors in establishing healthy working relationships and reaching organizational goals in organizations. The purpose of this study is to demonstrate the impact of the perceptions of employees in organizations on organizational trust. "Organizational Justice Scale" and "Organizational Trust Scale" were used in the data collection phase of the research. Within this scope, private and public bank and hospital employees working in the vicinity of Istanbul Europe were included in the research. A total of 400 people participated in the survey, including 199 bank employees and 201 hospital employees. According to the results of the research, it was found that there is a strong correlation between employees' justice perceptions and organizational trust levels (p <0,01). No significant difference was found between organizational justice perceptions and organizational trust levels between bank and hospital employees participating in the research (p> 0,05). On the other hand, there was no statistically significant difference in organizational justice levels among public sector employees of the private sector; it was found that they had less confidence in the total organizational trust level (except trust to business colleagues), workplace and manager trust dimensions (p <0,01). It was also found that female participants had less confidence in total confidence levels than male participants and confidence in colleagues.