This research aims to determine the mediating role of organizational justice in the effect of the styles of manager on the team performance of cabin crew working in an airline company in the aviation sector. In this research, the face-to-face survey technique, one of the quantitative methods, was used. The sample of this research consisted of 601 cabin crew members working in an airline company based in İstanbul. In order to analyse the data obtained from the related sample, SPSS 21.0 and AMOS 24 package programs were used, and frequencies, percentages, arithmetic means and standard deviation values were calculated. In addition, reliability, correlation and confirmatory factor analyses and bootstrap method to determine the mediating role were applied to the research. The research concluded that significant and positive relationships existed between all three variables and sub-dimensions. Therefore, there was a partial mediating role of organizational justice in the effect of the styles of manager on team performance. It was also concluded that as organizational justice had a partial mediating role when autocratic, transformational and transactional styles of manager were present, it had a fully mediating role of organizational justice when the laissez-faire style of manager was present. However, it had no mediating role when the democratic style of the manager was present in team performance.