Job performance is one of the most critical topics in literature. Additionally, both managers and researchers paid more attention to this topic due to a crucial role in the success of organisations. There is a limited study conducted in developing countries. Likewise, most of the previous studies focused on organizations and limited studies conducted in the education field. This paper develops a conceptual model for organizational justice and job performance to fill this gap. The potential participants of this study were academic staff at Iraqi public universities selected depending on stratified sample technic from 9 universities located in Baghdad. Based on the finding of previous studies, the results suggest that organizational justice dimensions are one of the most important factors that influence organizational performance.