To provide a more developed research model of innovation in organizations, we reconsidered current thinking about the effects of organizational justice on innovative behavior at work. We investigated the mediating role of perceived organizational support (POS) between the two constructs. As hypothesized, empirical results showed that justice dimensions were related to innovative behavior of employees, whereas all of their relationships became no longer significant when POS intervened (full mediation). This indicates that organizational justice promotes innovative behavior through the psychological mechanism of POS rather than directly. We discussed implications and limitations of this study, and proposed future research avenues. (Contains 1 figure and 2 tables.)