Contemporary Research Analysis Journal

This study investigates the influence of organizational justice on employee trust in human resource (HR) practices, with a focus on minority and majority workgroups in Southwest Nigerian workplaces. Guided by distributive, procedural, and interactional justice frameworks, the research employed a quantitative survey design with responses from 350 employees across the banking, healthcare, and education sectors. Data were analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM). Results reveal that distributive justice significantly enhances trust among minority employees, who place greater emphasis on fair allocation of rewards and opportunities. Conversely, procedural justice was found to be more influential for majority groups, indicating the importance of transparent and consistent processes in shaping trust. Interactional justice emerged as a strong predictor across both groups, underscoring the universal role of respectful communication and dignified treatment in HR interactions. Demographic characteristics, including age, education, and tenure, further moderated fairness perceptions and trust levels. The findings highlight the necessity for HR managers to adopt inclusive, equity-driven practices that bridge gaps between diverse employee groups. Recommendations stress transparent policies, participatory decision-making, and culturally sensitive communication strategies to foster trust, engagement, and long-term organizational commitment.

organizational justice, employee trust, minority groups, HR practices, Nigeria

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