The purpose of this study was to test and analyze the effect of trust in leadership and organizational justice on innovative behavior. this research uses a quantitative approach, the data is obtained using questionnaire techniques. Respondents in this study amounted to 120 employees of foreign investment companies in Malang District. this study has two hypotheses with the analysis test using SEM PLS 4.0. the results of the analysis test in this study. the first hypothesis can be seen that trust in leadership has a significant effect on innovative behavior.The second hypothesis is that organizational justice has a significant effect on innovative behavior.

Argyris, C. (1970). Intervention Theory & Method: A Behavioral Science View. Reading, Mass.: Addison-Wesley

Coetzee, M. (2006). The fairness of affirmative action: An organisational justice perspective (Doctoral dissertation, University of Pretoria).

Cropanzano, R., Bowen, D. E., & Gilliland, S. W. (2007). The Management of Organizational Justice. Academy of Management Perspectives,21(4),34–48. https://doi.org/10.5465/amp.2007.27895338

Fox, A. (1974). Beyond contract: Work, power and trust relations. Faber.

Greenberg, J. (1987). A Taxonomy of Organizational Justice Theories. Academy of ManagementReview,12(1),9–22. https://doi.org/10.5465/amr.1987.4306437

Greenberg, J. (1990). Organizational Justice: Yesterday, Today, and Tomorrow. Journal ofManagement,16(2),399-432. https://doi.org/10.1177/014920639001600208

Hao, Y., Hao, J., & Wang, X. (2016). The relationship between organizational justice and job satisfaction. Journal of Chinese Human Resource Management, 7(2), 115–128. https://doi.org/10.1108/JCHRM-07-2016-0012

Janssen, O. (2004). How fairness perceptions make innovative behavior more or less stressful. Journal of Organizational Behavior,25(2),201–215. https://doi.org/https://doi.org/10.1002/job.238

Javed, B., Abdullah, I., Zaffar, M. A., Haque, A. ul, & Rubab, U. (2019). Inclusive leadership and innovative work behavior: The role of psychological empowerment. Journal of Management & Organization, 25(4), 554–571.https://doi.org/DOI: 10.1017/jmo.2018.50

Pashkina, M. and Plakhotnik, M.S. (2018), "Mystery shopping through the lens of organizational justice", Industrial and Commercial Training, Vol. 50 No. 3, pp. 109-122. https://doi.org/10.1108/ICT-11-2017-0088

Rosen, B., & Jerdee, T. H. (1977). Influence of subordinate characteristics on trust and use of participative decision strategies in a management simulation. Journal of Applied Psychology, 62(5), 628–631. https://doi.org/10.1037/0021-9010.62.5.628

Schein, E. H. (1969). Process Consultation: Its Role in Organizational Development. Reading. Mass.: Addison-Wesley.

Singh, M., & Sarkar, A. (2019). Role of psychological empowerment in the relationship between structural empowerment and innovative behavior. Management Research Review,42(4),521–538. https://doi.org/10.1108/MRR-04-2018-0158

Shure, G. H., & Meeker, R. J. (1967). A Personality/Attitude Schedule for Use in Experimental Bargaining Studies. The Journal of Psychology, 65(2), 233–252. https://doi.org/10.1080/00223980.1967.10544868

Smith, M. K. (2018). High-involvement innovation: views from frontline service workers and managers. Employee Relations, 40(2),208–226. https://doi.org/10.1108/ER-07-2016-0143.

Sugiono, (2019). Metode Penelitian Pendidikan ( Pendekatan. Kuantitatif, Kualitatif, dan R&D); Alfabeta. Bandung

Welbourne, T. M., Cavanaugh, M. A., & Judge, T. A. (1998). Does the leader make a difference? Relationship between executive leader personality and entrepreneurial firm performance

Yuliana, Selvia Mawar Dani (2024) Pengaruh Keadilan Organisasional Terhadap Perilaku Kerja Inovatif Dengan Kepercayaan Organisasional Sebagai Variabel Mediasi (Studi Pada Karyawan Perbankan Di Solo Raya) - 1952100006. Skripsi Thesis, Universitas Veteran Bangun Nusantara.