Background Employees' corrupt behaviors can be justified by citing organizational customs, values, and obligations. As a result, a true culture, justice, and devotion are important in any agency. People in Egypt have begun to work in a variety of ways to boost their wages. The trouble is not that people are seeking to make more money, but that they are driving consumers to use private services by deliberately lowering the quality and efficiency put in at work and concentrating on the private which is considered a type of corruption. Aim: Investigate the relationship among organizational corruption, culture, justice, and nurses’ attitude towards work at Zagazig University Hospitals (ZUH, s), Egypt. To fulfill this aim the following research objectives were formulated to:Measure nurses’ view about organizational corruption, culture, and justice, identify the attitude of nurses toward their work, assess the associations among organizational corruption, culture, justice, and nurses’ attitude towards work at Zagazig University Hospitals, Egypt, and determine predictors to organizational corruption. Research design: A descriptive correlational design was adopted for this study. Settings: This study was conducted at Zagazig University Hospitals (ZUH’s), Zagazig University, in Asharqia governorate, Egypt Subjects: A stratified random sample (n=377) of nurses from different classifications was selected, and a Jury committee (n=7). Study tools: Data was collected using four tools, Organizational Corruption Scale, Organizational Culture Inventory, Organizational Justice Scale, and Nurses’ Attitude towards Work (Organizational Commitment type) Scale. Results: Revealed that, 72.5% of nurses reported that corruption practices occurred inside ZUH’s. Likewise, 74.8%, & 71% of nurses had a positive perception of organizational culture and justice and only 75.3% of them had a high level of attitude toward work. Organizational corruption was found to be positively and adversely associated with organizational culture, justice, and work attitude. (r=-0.087 at a p value (0.001), r=-0.099 at a p value (0.020) & r=-0.324, at a p value (0.000) respectively. Likewise, organizational justice was positively correlated with organizational culture and attitude toward work (r=-0.331 at a p value (0.000) & r=-0.367 at a p value (0.04) respectively. Conclusion: Corruption was negatively associated with organizational culture, justice, and nurses' attitude towards work. Also, organizational culture, justice, and attitude toward work predicted the presence of corrupt practices. Negative indicators of hospital corruption included culture, fairness, and nurses' views regarding their jobs. In addition, culture was the most influential and predictive factor in nurses' views of corruption .Recommendation: Authorities and nursing leaders must take a variety of steps to fight corruption, including enforcing policies and regulations, establishing an anti-corruption committee, systems for controlling, punishing transgressors, and rewarding honest conduct. Establishing acceptable and inappropriate behavior through codes of conduct or policies on disbursement (e.g., gifts) is critical. Also, make sure that all nurses are aware of these criteria