There are variously internal and external, or financial and non-financial factors that affect the attitudes and commitment of employees that belong to the Generation Y. For organizations, there is a challenge how to motivate millennials who are different in their characteristics and thinking from members of Generation X and Baby-Boomers. The thesis depicts that an employer can achieve Generation Y's loyalty by investing in its development through interesting and dynamic job tasks, as well as by enabling comfortable work atmosphere where every effort and contribution to the organization is rewarded, and by providing feedback so that millennials can learn and develop their careers which is very important for them. The results of the empirical research are in line with similar researches on commitment to the organization of Generation Y. Results are showing that members of Generation Y are committed to the organization if the following commitment factors exist: career advancement and development opportunities, work-life balance, good payoffs and benefits. On the other hand, millennials appreciate less these factors of commitment: possibility to work in a government organization, a job with less responsibility, and organization with less hierarchy. In order to affect commitment of millennials, employers should think of better working conditions, good internal communication and ways of motivating employees of this generation. Managers have to develop an organizational culture where Generation Y members are satisfied and feel that they can achieve a successful career, but also have a balance between private and business life that is for the members of this generation more important than it is to older generations.