This study examines the impact of perceived organizational justice on Egyptian teachers' work related outcomes. It investigates the direct impact of organizational justice on teachers' job satisfaction and organizational commitment and its indirect impact on their turnover intention through these factors. It also examines the difference in teachers' perception of organizational justice and work related outcomes in public schools from that of private schools. Using a self-administrated questionnaire, 308 Egyptian teachers from 31 schools operating in the Tenth of Ramadan city were surveyed. Amos 18 and SPSS 20 were utilized to perform the statistical analyses. An integer programming model is presented to test the direct and indirect impacts of these variables on turnover intention. The study revealed that distributive justice is more related to teachers' job satisfaction than procedural justice, while interactional justice is more related to teachers' organizational commitment than procedural justice. Organizational justice was found to have an indirect impact on turnover intention through organizational commitment. The results show that there is a significant difference in teachers' perception of organizational justice and organizational commitment in public schools from that of private schools. On the other hand there is no significant difference between their perception of job satisfaction and turnover intention. This study demonstrates empirically the importance of organizational justice in developing positive work related outcomes in a developing country. It enables school managers to develop appropriate strategies and policies to achieve better outcomes especially in hard working conditions.