The present study is aimed at exploring the relationships among organizational justice, organizational commitment, organizational identification and turnover intention. The methodology applied in this study is through questionnaires, and the samples are derived from 462 staff in a public hospital in Taipei. The results of the research are as follows: There were significant differences in organizational commitment, organizational identification and turnover intention among the staff’s different age, marital status, position, job category, seniority and education. Employee organizational justice was significantly positive corrected with organizational commitment and organizational identification. Employee organizational justice, organizational commitment, and organizational identification were significantly negative corrected with turnover intention. Organizational commitment and organizational identification exhibited a mediating effect between organizational justice and turnover intention. Implications of these results are discussed and suggestions for hospital counseling practice and future research are also given.