Drawing on the social exchange theory, this paper investigated the relationships between employees' affective organizational commitment (AOC) and their perceptions of the three forms of organizational justice (distributive justice [DJ], procedural justice [PJ] and interactional justice [IJ]) in the hospitality context. Moreover, the current paper tested the relative impacts of these three forms on AOC. With a sample of 322 Luxor hotels' employees using confirmatory factor analysis and hierarchical regression analyses, the results revealed that the three forms of organizational justice have significantly positive effects on AOC. The results also found that the impact's powers of the three forms on AOC are significantly different indicating that PJ has the strongest effect on AOC while IJ has the lowest impact. These findings led to several theoretical and managerial implications and future research.