Employee’s work engagement became one of the most important concerns of human resources and organizational managers. Among numerous factors affecting on work engagement, the current study focused on examining the effect of organizational justice. Using questionnaire on a random sample of 1,162 healthcare professionals, the results showed that three subdimensions of organizational justice, including distributive justice, procedural justice, and informational justice can explain 24% the total variance of work engagement. Furthermore, the findings also demonstrated the moderator role of job title (as doctor or nurse) on the relationship between distributive justice - work engagement, and between procedural justice - work engagement. The implications and limitations of study were also explored in this paper.