This study examines the factors affecting joint venture employees' loyalty to supervisor in the People's Republic of China. The trust framework and justice framework are employed to develope two competing models for studying antecedents and consequences of loyalty to supervisor in the context of China joint ventures. The direct effect model proposes that there is direct effect of employees' perception of interactional justice and loyalty to supervisor, while the mediation model considers trust in supervisor as a mediating variable between interactional justiceand loyalty to supervisor. Additional, the two modelssuggest that loyalty to supervisor affects the in-role job performance and organizational citizenship behaviour of workers. The result showed that the mediation model was better supported than the direct effect model. It has been that trust in supervisor mediates the relationship between interctional justice and loyalty to supervisor. In addition, loyalty to supervisor has significant effects on both employees' performance and organizational citizenship behaviour. Practically, the findings of the present study provide considerable implications for managing Chinese workers in joint ventures.