Perceived organizational support refers to employees' perception of the degree to which the personified organization is committed to them. Research related to perceived organizational support has argued that it develops through monetary and non-monetary factors that employees experience within the organization (Eisenberger, Huntington, Hutchison, & Sowa, 1986). This study examined the process through which employees' perceptions of organizational justice are linked to perceived organizational support, focusing on the mediating role of trust in supervisors who represent the organization in implementing all systems and policies. The results of this study indicate that procedural justice and trust in supervisors have a substantial influence on the formation of perceived organizational support. Compared to distributive justice, procedural justice does not exert a strong influence on trust in supervisors, while procedural justice exerts a stronger direct influence on perceived organizational support than distributive justice. Additionally, trust in supervisors was found to mediate the effect of distributive justice on perceived organizational support. Specifically, distributive justice has a negative direct effect on perceived organizational support, but exerts a positive effect on perceived organizational support through trust in supervisors. In-depth discussions of the implications of these findings, limitations of the study, and directions for future research were presented.