The aspiration in the study is to interrogate organizational justice relation with employee satisfaction and turnover intention taking trust as mediator among the teaching and non-teaching staff of public and private universities of Khyber Pakhtunkhwa (KP). The purpose is to investigate the impact of organizational justice dimensions (such as; distributive, procedural, informational and interactional) on job satisfaction and turnover. The study was conducted on 550 employees in six public and six private universities. This study results hypothesized that organizational justice along with its components has a positive and a significant relationship with job satisfaction and turnover and also indicates effect of trust in relation with those variables. Convenience sampling approach is used for this study and further self-administered survey questionnaire was circulated to obtain perceptions of target sample. Components of organizational justice build-up were based on multi-item scales. In the beginning CFA was conducted for the validity of each measurement and later the correlation and descriptive statistic were reported. Hierarchical multiple regression was conducted in order to interrogate the impact of four aspects on job satisfaction and turnover. Results of this study indicate that all variables of this research are significantly related to each other and has significant relation and are considered strong are strong predictor, however, distributive justice has negative and insignificant relationship with trust, whereas, other three components of organizational justice have positive and a significant relationship with trust. The only limitation researcher faced during the data collection was lack of positive response, which is due to issues like; inadequacy of knowledge, time, empathetic to the organization, underdevelopment of organizational and contribution to organization portfolio. Based on this research results the future researcher should take leadership style as the mediator.