Today, a company's success or failure is determined more by its employees than by any other factor, including natural resources, technology, or economies of scale, all of which can be replicated with rel-ative ease. Generation Y employees are sometimes referred to as the "next generation of workers," yet contrary to popular belief, several sources claim that this group is less devoted to remaining with a single employer than its predecessors. The increasing incidence of staff turnover has become an urgent problem. The purpose of this research is to determine what factors influence Gen Y workers in Malay-sia's IT sector to remain loyal to their employers over time. Organizational justice, managerial support, job satisfaction, and work-life balance were the independent variables examined, and their effects on the dependent variable, job satisfaction, were calculated (organizational commitment). It was easy to choose a sample of 195 responders from among the IT professionals who work for Selangor-based businesses. Having a positive influence on organizational commitment were factors including distribu-tive and procedural justice, job satisfaction, and work-life balance. Understanding the causes of em-ployees' dedication to the company is essential. Organizations may benefit greatly from the study's findings by tailoring their strategy, pay plans, management styles, and human resource procedures to the preferences of Generation Y workers, who are more likely to be committed to their employers as a result. The results, taken as a whole, show that the factors of organizational justice, managerial support, job happiness, and work-life balance are significantly influential in shaping the organizational commit-ment of Generation Y workers in the IT sector of Malaysia.