The aim of this study was to examine the relationship between organizational justice and job satisfaction. The research was conducted on a large number of employees of various hierarhchically structured organizations. First problem was to determine correlation and the effect of organizational justice dimensions (distributive, procedural and interactional) on facets of job satisfaction (pay, work, promotion, supervisor and co-worker satisfaction) and overall job satisfaction. Second problem was to determine whether there are differences in perception of organizational justice and job satisfaction regarding tenure, educational level and participants position in the organization. Results of regression analyses suggested that perception of distributive justice was the strongest predictor of satisfaction with pay and promotion. Perception of procedural justice was the strongest predictor of supevisory satisfaction and perception of interactional justice was the strongest predictor of work satisfaction, satisfaction with coworkers and overall job satisfaction. Results of one-way analyses of variance revealed that there was a significant difference in perception of distributive justice regarding participants position in the organization. Furthermore, it was shown that there was a significant difference in perception of procedural, interactional and overall organizational justice regarding tenure and position in the organization. It was also shown that there was a significant difference in overall job satisfaction, promotion and supervisor satisfaction regarding tenure, educational level and participants position in the organization. In addition, it was shown that there was a significant difference in pay satisfaction regarding educational level and position in the organization. Finally, it was shown that there was a significant difference in work satisfaction regarding position in the organization.