The aim of this study was to examine the relationship between justice climate and team cohesiveness in the organizational context on a convenient sample of 196 work teams, consisting of 659 employees of 69 organizations that represent variety of different industries in the area of the Republic of Croatia. More precisely, this study tried to verify the factorial structure of the Group Cohesion Questionnaire and verify the correlation and the contribution of multi-foci justice climate (organization, supervisor and co-workers) to team cohesiveness. The results of exploratory factor analysis were not in line with the assumed three-factor structure of the Group Cohesion Questionnaire. Instead, the two-factor model, with social and task cohesiveness as its dimensions, was obtained. Pearsons correlation coefficients indicate a positive moderate to high correlation between all measured variables. In line with the expectations, the results of the three conducted hierarchical regression analysis suggest that peer justice climate is statistically significant positive predictor of team cohesiveness, and both its dimensions. Furthermore, supervisor justice climate also appeared to be statistically significant positive predictor of team cohesiveness and social cohesiveness while statistically insignificant predictor of task cohesiveness. On the contrary, organizational justice climate was not statistically significant predictor of any criterion included.