Abstract: Objective To investigate the mental health status and perception of organizational justice and trust among faculty and staff of a traditional Chinese medicine university in Beijing,analyze the impact of organizational justice on psychological abnormalities and the moderating effect of organizational trust. Methods By the convenience sampling,a questionnaire survey was conduct on 145 faculty and staff members in traditional Chinese medicine university in Beijing from August to October 2023 using the symptom checklist 90（SCL-90）,organizational justice scale and organizational trust scale,and the data were analyzed. Results The score of the SCL-90 scale among 145 faculty and staff members in traditional Chinese medicine university in Beijing was（135.82±39.00）points,with a proportion exceeding 160 points being 22.07%. The score of the organizational justice scale was（74.43±20.78）points,and there were statistically significant differences in the organizational justice scores among faculty and staff members with different positions and highest degrees（all P<0.05）. The score of the organizational trust scale was （51.12±11.59）points. The average score of each dimension in SCL-90 were higher than the norm in terms of somatization,obsessive-compulsive symptomsand depression（all P<0.01）. The organizational justice had a negative impact on obsessive-compulsive symptoms（β=-0.369,P<0.05） and depression（β=-0.511,P<0.01）,and organizational trust strengthened the above effect through a positive moderating effect（β=0.075,P<0.05;β=0.170,P<0.01）. The organizational justice had no effect on somatization factors. Conclusion The improvement of organizational justice and organizational trust can help to reduce the degree of psychological abnormalities among faculty and staff. While objectively enhancing organizational fairness,universities should also focus on maintaining the psychological health of faculty and staff by enhancing organizational trust.

Key words: Psychological health, Symptom checklist 90, Organizational justice, Organizational trust, Moderating effect