Purpose: The purpose of this research was to delineate the effects of organizational injustice on negative behaviors of employees with the mediating effects of trust. Methods: A survey was conducted among 550 nurses in 11 departments of 3 hospitals located in the Pohang area. Data were analyzed using frequency, descriptive statistics. correlation coefficients, regression analysis. Results: Procedural injustice (${eta}$=-.48, p<.001) had the greatest negative effect on organizational trust, followed by interactional injustice(${eta}$=-.15, p<.001) and distributive injustice(${eta}$=-.14, p<.001). For supervisor trust, both procedural (${eta}$=-.11, p=.006) and interactional (${eta}$=-.63, p<.001) injustice had a negative effect. While supervisor trust (${eta}$=-.28, p<.001) had greater negative effects on organizational negative behaviors of nurses compared to organizational trust (${eta}$=-.21, p<.001), supervisor trust (${eta}$=-.29, p<.001) had negative effects on personal negative behaviors but organizational trust had no significant effect on personal negative behaviors. Conclusion: To reduce the negative organizational behaviors of nurses, an organizational effort is needed to reduce procedural injustice by introducing fair organizational management and to reduce interactional injustice through formal or informal communication channels between supervisors and nurses.