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The present study intended to investigate the effect of managers’ similar-to-me bias on the job satisfaction and organizational trust between public organizations staff. The current study is a descriptive-correlational applied research with quantitative data collection (questionnaire). The results of structural equation modeling analyses conducted for 80 employees of Public organizations in Ardabil, Iran, offered strong support for the proposed model. The results indicated that there was a statistically significant relationship between similar-to-me effect and job satisfaction; furthermore, organizational trust mediated the relationship between similar-to-me effect and job satisfaction. It is worth noting that there was a positive relationship between organizational trust and job satisfaction. Ardashir Zahed (Iran), Farzad Sattari Ardabili (Iran) BUSINESS PERSPECTIVES LLC “СPС “Business Perspectives” Hryhorii Skovoroda lane, 10, Sumy, 40022, Ukraine www.businessperspectives.org Effect of similar-to-me effect on job satisfaction and organizational trust Received on: 7th of September, 2016 Accepted on: 16th of January, 2017 INTRODUCTION Human resource is the most important element of any organization which can lead a country towards its development goals. Nowadays, human resource training and development is considered as a principal strategy to attain competitive advantages in organizations. Therefore, the improvement of human resource productivity as well as the provision of a proper planning should be set as one of the main objectives of any organization or institution. Human resource is the real asset of an organization. The most important concern of the world’s successful business enterprises is recruiting an intellectual and educate human capital which can bring about a considerable revolution in the organization to which they belong (Subramaniam & Youndt, 2005). The more one moves towards the pervasive reality of interdependence, the more the vitality and importance of trust will be. Mistrust, due to either immoral behavior or moral but non-professional behavior, causes conflict and dispute. With the spread of globalization, the significance of trust, in social, economic, political and organization interactions, has been substantially taken into account so that most experts in various sciences have underlined the importance of trust in organizations. Trust is necessary for organizational social capital, success, constant changes in roles and technologies and delegation of jobs and responsibilities (Leana & Van Buren, 2004). One of the salient traits of contemporary managers is their ability to maintain and support organizational trust. Job satisfaction is the result of the perceived values of whatever makes the employees content. It is a positive emotional state, about the outcomes of job evaluation or individual experiences, which enhances the physical and psychologi© Ardashir Zahed, Farzad Sattari Ardabili, 2017 Ardashir Zahed, Department of Management, Ardabil Science and Research Branch, Islamic Azad University, Ardabil, Iran. Farzad Sattari Ardabili, corresponding author, Department of Management, Ardabil Branch, Islamic Azad University, Ardabil, Iran. This is an Open Access article, distributed under the terms of the Creative Commons Attribution-NonCommercial 4.0 International license, which permits re-use, distribution, and reproduction, provided the materials aren’t used for commercial purposes and the original work is properly cited. similar-to-me, job outcome, public organizations, organizational trust