This study was conducted in Domestic stations of Ethiopian airlines group at Bahirdar and Lalibela station. The purpose of this study was to determine the effect of organizational justice on organizational performance through the mediating effect of employees trust toward their leader in order to know that how organizational justice assist in enhancing the organizational performance. Balance score card had been used to measure the organizational performance. Quantitative approach was employed in which a questionnaire had been used to collect the data. The questionnaire was adopted and amended from a previous study and 107 questionnaires was planned to be distributed to the research participants. After the data collected from primary source it had been checked and in-house editing was undertaken to detect errors that had been committed by the respondents. Then, the edited data was coded and manually entered in to statistical package for social science (SPSS) version 20 computer software. Reliability of Variables was examined using Cronbach's alpha and Validity of variables was checked to know the accuracy and meaningfulness of the research instrument which were based on the research results. Moreover, a pilot study was conducted to refine the methodology and test instrument such as questionnaire before administering the final phase. Analysis of data in this research was done by using descriptive statistical methods like: frequency, standard deviation and inferential statistical methods such as: correlation, and regression and simple mediation analysis using Baron and Kenny (1986) approach. The study findings revealed that distributive justice, procedural justice, spatial justice had a strongly& significant correlation to organizational performance and interactional justice had moderate and significant correlation with organizational justice but temporal justice had insignificant and weak correlation with organizational performance. Besides, the study results indicated that 62.9 % of variation in organizational performance can be explained by variation in organizational justice, and employees trust toward their leader partially mediate the relation between organizational justice and organizational performance. From the regression result, procedural justice, distributive justice, spatial justice had positive and significant effect but interactional and temporal justice had negative and insignificant effect on organizational performance.