Generation Y is known as a generation who grow up with technological advances so it creates them more dynamic, creative, and carier development oriented as a employee. However, they also known as having low level of loyality of organization as their workplace. It is caused Gen Y employees tend to have high turnover intentions. Companies need to understand the values in Gen Y employees to develop appropriate management strategies so employees can be maintained. The congruence of employees work values and organizational values leads to employees job satisfaction. Employees who feel their contribution is valued by organization will have a high commitment to the company. Similarly when they feel the supervisors show concern to their personal and welfare. This study aims to identify the role of individual work values, person-organization fit, perceived organziational support, and perceived supervisor support on turnover intention of Indonesian generation Y employees. The analytical method use quantitative approach using multiple linear regression. The results of this study shall be made as a consideration for companies to determine the exact strategies for Y generation employees which are the age group that controls most of the current workforce.

Generation Y, Turnover Intention, Person-Organization Fit, Perceived Organizational Support, Perceived Supervisor Support

• Sari Apriza, S.Pd., MM.

• Dr. Ami Fitri Utami S.E., MSM

• Mochamad Sandy Triady, S.T., M.S.M.

• Rumondang Puji Nur Suci, S.E., M.Sc