Drawing on social information processing theory, this study uses a multilevel design to integrate the literature on organizational justice with the literature on feedback-seeking behaviour. Results from a laboratory study with data involving 690 employees showed that individual-level interpersonal justice was related to employee negative feedback-seeking behaviour (NFSB) via the mediation of trust in the supervisor. Multilevel analysis of the follow-up field study with data involving 390 employees from 46 teams confirmed the findings of the laboratory study and indicated that team-level interpersonal justice was associated with NFSB through a supportive climate. Also, team-level supervisor support climate was positively related to individual-level trust in the supervisor. The paper discusses managerial implications of these findings and suggests directions for future research
