This study investigated the effects of perceived ORGANIZATIONAL JUSTICE components (distributive, procedural and interactional) in predicting employee loyalty to organization. Participants included 197 employees of a big public organization in Tehran, was selected via convenience sampling who completed employee ORGANIZATIONAL loyalty questionnaire (Kumar and Shekhar, 2012), and perceived ORGANIZATIONAL JUSTICE questionnaire (Niehoff and Moorman, 1993; Moorman, 1991). The data were analyzed by use of Pearson’ s correlation coefficient and regression analysis, by using SPSS18. The results showed that employee’ s loyalty to organization was positively related to perceived ORGANIZATIONAL JUSTICE components (p≤ . 01). Furthermore, perceived ORGANIZATIONAL JUSTICE components could explain 32. 3 percent of employee ORGANIZATIONAL loyalty’ s variance. Therefore, based on the results it can be concluded that employee loyalty to organization could be enhanced by increasing all components of perceived ORGANIZATIONAL JUSTICE.