EXECUTIVE SUMMARY Interpersonal trust has been a research stream in the organizational sciences for at least four decades (Dirks and Ferrin, 2002). However, dimensions of trust have been little studied. The relationships among dimensions of trust and the antecedents and outcomes of trust dimensions are also unclear. The purpose of this study was to examine and compare two dimensions of trust, reliance and disclosure, through the investigation of the relationships among trust's antecedents (perception of justice and trustworthiness of supervisor) and outcomes (job performance) in organization work teams. Fairness heuristic theory was used to interpret the trust-justice linkage. Survey data from 1 1 1 supervisor-subordinate dyads at a large insurance company in Macao indicate that 1) disclosure by subordinates, but not reliance, predicts their extra-role performance, whereas neither dimension of trust predicts their in-role performance; 2) the perception of subordinates of the procedural justice of their supervisors predicts only their reliance on supervisors, but not their disclosure to supervisors; and 3) the perception of subordinates of the interactional justice predicts both reliance and disclosure of subordinates. This study also contributes to fairness heuristic research by providing updated findings that interactional justice is one of the determinants of trust when supervisor trustworthiness is established.