This study examined the relationship between generational work values, job satisfaction, and organizational commitment among young employees in the United Kingdom. Guided by contemporary workforce theories, the research explored whether deeper value alignment provides a more compelling explanation for commitment than traditional satisfaction-based models. A cross-sectional survey design was used to collect data from young employees across diverse sectors, and hierarchical regression analysis was employed to determine the relative contributions of the predictors. Findings revealed that generational work values significantly and positively predicted organizational commitment, indicating that employees who perceive strong alignment between their personal values and workplace expectations are more likely to develop enduring attachment to their organizations. Although job satisfaction showed a positive association with commitment in the initial analysis, its effect became non-significant when generational work values were introduced into the model, suggesting that foundational values carry greater weight than surface-level satisfaction for this demographic. The study concludes that value congruence is central to fostering commitment among young employees, particularly in an era of shifting expectations, digital influence, and evolving career identities. It recommends that organizations strengthen culture–value alignment, redesign roles to reflect meaning and flexibility, and prioritize value-based recruitment practices. Limitations include the cross-sectional design and reliance on self-report measures. Future research should adopt longitudinal and multi-method approaches to clarify causal pathways.