Abstract: Organizational justice is an essential basis for the effectiveness of the organizational process, employee job satisfaction, and potentially explains many variables related to the outcome of organizational behavior. Therefore the purpose of this study was to investigate the relationship between organizational justice and job satisfaction as presented in one main hypothesis and three sub-hypotheses. In the subsidiary hypotheses, each of the variables that constitute organizational justice (distributive justice, procedural justice, and interactional justice) as independent variable and job satisfaction as the dependent variable were examined. A descriptive-correlation method and questionnaire are used for data collection and interpretation. The statistical population of this study is 140 employees of Mazar-e-Sharif municipality in Afghanistan. Content validity was used to assess the validity of the questionnaires. Cronbach's alpha for organizational justice and job satisfaction were 0.806 and 0.799, respectively. Inferential statistics including Pearson correlation coefficient and SPSS software were used for data analysis. The results showed that there is a significant relationship between the two variables of organizational justice and job satisfaction.
Keywords: Organizational Justice, Distributive Justice, Procedural Justice, Interactional Justice, Job Satisfaction