The main objective of this research is to investigates how organization’s
procedures which are uses for performance evaluation and compensation
arrangement affects job satisfaction through two distinct processes. The first is
outcome based trough fairness of outcomes (distributive fairness). The second is
non-outcome based through trust in supervisor. The collecting method which is
used in this research is self-administered survey through questionnaire spread
and the structural equation model (SEM) technique is used. Based on 100
respondents who are the high and middle level employees from CIMB Niaga Bank
located in Central Java province, the results indicate that there is an indirect
effects between fairness of performance evaluation procedures and job
satisfaction through distributive fairness and trust in supervisor. And, the outcome
based effects is much stronger than non-outcome based effects. These results may
help other researchers to develop a unified theory on procedural fairness effects.