The multidimensional needs of employees can directly impact their choice to stay or leave the organization they are a part of; therefore, investing in quality of work life has become an advantageous strategy to improve working conditions, retain employees, and foster the expected organizational performance. The present study aimed to analyze the perception of employees in a public higher education institution (HEI) regarding "Quality of Work Life" (QWL) and its relationship with "Intention to Stay in the Organization" (IS), with this relationship mediated by "Organizational Commitment" (OC). A theoretical study was carried out on the selected constructs, with the creation of research hypotheses. Methodologically, the research has a descriptive and quantitative approach, with path analysis through structural equation modeling. Data were obtained from a questionnaire composed of 45 items, with 148 respondents. The results confirmed only 4 out of 15 formulated hypotheses, namely that only the QWL dimensions of "Training and Development" and "Job Satisfaction" demonstrated
significant value in predicting the intention to stay, with the mediation of organizational commitment in the relationship also confirmed. Thus, it is concluded that employees who perceive quality of life in the work environment are more likely to stay in the organization, which can positively affect organizational performance. This study contributes academically to the Brazilian literature that has a shortage of investigations of these variables through structural equation modeling, and practically to strategic management by highlighting the importance of quality of work life and organizational commitment in talent retention. The main limitations of
this study include the use of a convenience sample and a low response rate.
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