Justice in the workplace is an increasingly important concept that attracts the attention of managers and scientists. Colquitt (2001) has shown that the perception of organizational justice may consider four different, but correlated aspects: distributive, procedural, interpersonal and informational justice. The present study examined the relationship between those different aspects of organizational justice, measured with the Croatian version of Colquitt's measure, and job satisfaction, measured with Šverko's questionnaires of overall job satisfaction and satisfaction with specific job characteristics on a sample of 296 employed participants. Given that this is one of the first applications of Colquitt's measure of organizational justice in Croatia, it was examined whether a four-factor structure of the questionnaire is persistent. Reliability and the relationship of the given aspects and job attitudes and behaviours taken from Colquitt's (2001) measure validation that was administered to employees was also examined. The results showed that the organizational justice scale consists of four factors, which have high reliability and partly expected association with the tested variables. Between the variables used in the validation of Colquitt’s scale, it was confirmed that the distributive justice is highly positively related to instrumentality, while procedural fairness was highly associated with group commitment. Expectations for informational and interpersonal justice were not confirmed. Instead, procedural justice has proved to be the best predictor of helping behaviour and collective self-esteem variables. From the nine surveyed characteristics of job satisfaction, distributive justice was the best predictor of satisfaction with fair wages and good earnings, the possibility for promotion and training and external work conditions variables. Procedural fairness was the best predictor of satisfaction with pleasant colleagues and participation in decision-making. Interpersonal justice was the best predictor of satisfaction with stimulating and interesting jobs, while informational justice best predicted satisfaction with capable leadership and job security. Significant predictors of overall job satisfaction were distributive, procedural and interpersonal justice, however, after controlling for some socio-demographic and job characteristics variables, interpersonal justice has lost its significance.