The aim of this study is to determine the perceptions of organizational culture and organizational justice of the instructors working at the Foreign Language College of Niğde Ömer Halisdemir University and whether there is a relationship between the perceptions of organizational culture and organizational justice. The study was conducted in the academic year of 2017-2018, with the participation of 21 of the 35 instructors working at the aforementioned institute. This is a correlational research and the data for this study was collected by means of "Organizational Culture Scale" developed by İpek (1999) and “Organizational Justice Scale” adapted by Wasti (2001). According to the findings of the study, the participants perceive the power culture (x ¯ = 3,60), role culture (x ¯ = 3,41), achievement culture (x ¯ = 3,46) and support culture (x ¯ = 3,66) as high. It was also found that they perceive interactional justice; relations with supervisors (x ¯ = 1.69) and relations with employees (x ¯ = 1.75) as mediocre. As a result of the correlation test, it was found that there is a moderate negative and statistically significant relationship between participants' perceptions of success culture and interactional justice – relations with supervisors (r = -618, p <.05) and relations with employees (r = -. 547; p < .05). In addition, there is a moderately negative and statistically significant relationship between support culture perceptions and interactional justice- relations with supervisors (r = -559; p <.05) and relations with employees (r = -. 516; p<.05). Depending on the findings, it can be said that there is a reciprocal relationship between the culture of success and support and interactional justice, and for the development of interactive justice, the development of success and support culture is necessary.