Employee attrition has long been regarded as a crucial human resource management (HRM) factor that detrimentally influences the growth and development of organisations. Management of organizations face significant difficulties in performing critical tasks due to the attrition of their employees. Employee attrition is a universal anomaly affecting all industries, and almost all employers face this issue today. Attrition has a negative impact on the organization's Production Process, Profits, Growth, and Reputation, as well as causes process delays and a smaller order book. In organisational culture studies, the necessity of recognising the fundamental causes of attrition and controlling the circumstances leading employees to leave an organization by conducting a careful and in-depth examination has assumed great ignificance. In the current climate of intense competition, retaining employees has become the greatest challenge for businesses. Frequently, job satisfaction refers to workers' contentment with their jobs, their favourability toward their jobs, or specific aspects or facets of their jobs. Past research has demonstrated that job satisfaction has a substantial effect on employee attrition. Organizational commitment is a measurement of an employee's attachment to the organisation. Research indicates an association between organisational commitment and job-related behaviours such as work attrition, job satisfaction, intention to leave, behavioural changes, work motivation, work performance, etc. This study investigates the effect of factors such as organisational commitment and job satisfaction on employee attrition. The study hypothesises that organisational commitment and job satisfaction have a direct influence on the antecedents of employee attrition in Information Technology (I.T.) sector, which has a negative effect on the organization's sustainable productivity. The study employed descriptive research methodology and employed a quantitative survey instrument developed by the author to collect data from employees. The study included 1040 I.T. employees in the Chennai Region of Tamil Nadu. The research employed a stratified random sampling technique to carefully select employees for the study. Seven factors were identified in the study as antecedents to employee attrition in I.T. sector. The Job Satisfaction Scale created by Dubey, Maini, and Uppal (1989) has been utilised to measure employee Job Satisfaction. Similarly, “Three Component Model of Commitment” (Allen &Meyer 1993) was used to measure employee organisational commitment. Using a 13-item questionnaire developed by the author, the effect of attrition on organisational sustainability was measured. The study found that the top factors influencing employee attrition in the I.T. sector were job stress, personal factors, leadership and management, and reward and compensation. Job satisfaction and organisational commitment were positively correlated with employee attrition's causes. Lastly, the causes of employee attrition had a substantial effect on the organisational sustainability. Realistically, employee attrition cannot be completely eradicated; however, attrition rates can be reduced to acceptable levels through interventions, counselling, and training.