This study analyzed the factor structure of Colquitt's Organizational Justice Scale using a non-experimental, cross-sectional, descriptive design with 300 workers from a Chilean mining company. The analysis included both the original four-factor model and a second-order general factor model, revealing that the latter presented a slightly better fit. Despite a generally high internal consistency, inadequate reliability was observed for the interpersonal justice subscale. Criterion validity was explored by establishing a connection between organizational justice and job satisfaction, which explained 24.4% of the variance in the latter. The results of this research significantly advance the understanding of the construct and predictive validity of the scale in a Chilean sample.