Background: Nurse supervisors should do their best to sustain transformational and interactional justice behavior relationship with staff nurses. This will not only improve nurses' commitment to the organization and decrease turnover intention, but also encourage their organizational citizenship behavior and improve the organizational effectiveness. This study aimed to investigate the relationship among organizational justice, transformational leadership, organizational citizenship behavior, and turnover intention among nurses at Zagazig University Hospitals. A descriptive correlational design was used for this study. Subjects and methods: A stratified random sample of 384 nurses was chosen from the above mentioned settings. A questionnaire sheet was used to collect data for this study that was composed of five parts: Personal and job characteristics of staff nurses, organizational justice scale, organizational citizenship behavior, turnover intention scale, and multifactor leadership questionnaire. Results revealed that 66.1% and 51.3% of nurses had positive perceptions of transformational leadership and organizational justice, respectively. Likewise, 66.7% and 46.9% of nurses had moderate levels of organizational citizenship behavior and turnover intention, respectively. Moreover, there were significant relationships between organizational justice, transformational leadership, organizational citizenship behavior, and turnover intention, where p-value < 0.05. Conclusion: The organizational justice is effective in improving nurses' organizational citizenship behavior and reducing their turnover intention. As well, the transformational leadership full mediated the relationship between organizational justice as regards organizational citizenship behavior and turnover intention. Recommendation: Hospital administrators should develop fair and consistent procedures regarding nursing personnel, performance assessment, distribution of outcomes, rewards, and promotions to improve the perception of organizational justice.