The intention is to get out of the employee's need to leave the organization, the impact of the exit intention can be from a decrease in the organization's budget and the cost of recruitment and training is large. The purpose of this study was to determine the effect of Distributive Justice Compensation for Affective Commitment and Continuance Commitment to Outgoing Intention. The research method used is quantitative research. The population of this study were all civil servants of the Population and Civil Registration Office of Tasikmalaya Regency and the Office of Cooperatives of Small and Medium Enterprises and Manpower of Tasikmalaya Regency which numbered 118. The analytical tool used is the Structural Equation Model (SEM). The results of this study indicate that Distributive Compensation Justice has a negative and significant effect on Outgoing Intention, Distributive Justice compensation has a positive and significant effect on Affective Commitment and Continuous Commitment, The Effect of Affective Commitment has negative and significant effect on Outgoing Intention and Continuous Commitment which has no significant negative effect on Outgoing Intention . Employees whose Distributive Justice Compensation is fulfilled will have a good Commitment to the agency and will reduce the level of Intentions from the employee. The Tasikmalaya Regency Population and Civil Registration Office and the Tasikmalaya Regency Small and Medium Enterprises Cooperative Office must maintain this Distributive Compensation Justice to Safeguard Employee Commitments and reduce the level of employee Exit.