Corporate Governance and Organizational Behavior Review / Volume 6, Issue 1, 2022 139 THE IMPACT OF ORGANIZATIONAL JUSTICE ON INTENTION TO STAY: THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT Shatha Mahfouz * , Mutia Sobihah Abdul Halim ** , Ayu Suriawaty Bahkia *** , Noryati Alias **** * Corresponding author, Faculty of Business and Management, Universiti Sultan Zainal Abidin, Terengganu, Malaysia Contact details: Faculty of Business and Management, Universiti Sultan Zainal Abidin, 21300, Malaysia ** Faculty of Business and Management, Universiti Sultan Zainal Abidin, Terengganu, Malaysia *** Indah Water Konsortium, Kuala Lumpur, Malaysia **** Faculty of Education, Languages & Psychology, SEGI Universiti, Selangor, Malaysia Abstract How to cite this paper: Mahfouz, S., Abdul Halim, M. S., Bahkia, A. S., & Alias, N. (2022). The impact of organizational justice on intention to stay: The mediating role of organizational commitment. Corporate Governance and Organizational Behavior Review, 6(1), 139–149. https://doi.org/10.22495/cgobrv6i1p10 Copyright © 2022 The Authors This work is licensed under a Creative Commons Attribution 4.0 International License (CC BY 4.0). https://creativecommons.org/licenses/by/ 4.0/ ISSN Online: 2521-1889 ISSN Print: 2521-1870 Received: 02.12.2021 Accepted: 14.02.2022 JEL Classification: M510, L740, O530, L220, J080 DOI: 10.22495/cgobrv6i1p10 Retention of employees is substantial for firms to generate sustainability since losing experienced and skilled individuals influence the general productivity, and product quality (Noor, Zainuddin, Panigrahi, & Rahim, 2020). While various researches have been done regarding this matter, the larger part place on turnover because of organizational approach, a couple of studies have been done with the intention to stay. For this reason, this study incorporates organizational justice, organizational commitment, and how they relate to expanding intention to stay. The respondents were picked using a simple random sampling method. Using a sample of 603 engineers working in Malaysian construction projects. The data was accumulated through a self- administered questionnaire and analyzed utilizing structural equation modeling in IBM SPSS AMOS 23.0. The current study gets two fundamental outcomes. Firstly, organizational justice and organizational commitment are positively associated with the intention to stay. Secondly, organizational commitment plays a mediating role between organizational justice and employees’ intention to stay. Therefore, employees would be more willing for intention to stay in fair organizational settings, particularly when they are committed to their organization. Keywords: Organizational Justice, Organizational Commitment, Intention to Stay, Malaysia Authors’ individual contribution: Conceptualization — S.M.; Methodology — A.S.B. and N.A.; Formal Analysis — S.M.; Investigation — M.S.A.H.; Writing — S.M., M.S.A.H., A.S.B., and N.A.; Supervision — S.M.; Funding — A.S.B., M.S.A.H., and N.A. Declaration of conflicting interests: The Authors declare that there is no conflict of interest. 1. INTRODUCTION When employees leave organizations, they need to be substituted. This is called employee turnover (Latif & Saraih, 2016). For the beyond ten years, the pace of employee turnover has been a nonstop challenge confronting businesses all around the world. As indicated by Hom, Lee, Shaw, and Hausknecht (2017), job turnover in nations like France (24.4%), Germany (16.5%), the United States (18.6%), Italy (21%), the Netherlands (15.4%), and Belgium (15%) has all the earmarks of being