The objective of this research is to study work–life balance and intrinsic and extrinsic work values as antecedents of job embeddedness. Likewise, the conservation of resources (COR) theory is used as a framework of the study and the research contributes to expanding its field of action.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Design/methodology/approach</jats:title><jats:p>A quantitative study was designed, following the guidelines of the hypothetical-deductive method. The model is validated in a sample of 211 members of Generation Y with work experience. Data were analyzed using Partial Least Squares-Structural Equation Models (PLS-SEM).</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Findings</jats:title><jats:p>Research has shown that work–life balance is an antecedent of job embeddedness for each dimension (links, fit and sacrifice). Regarding work values, the research results allow us to appreciate that for Generation Y; it is the intrinsic work values that are significant.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Originality/value</jats:title><jats:p>Job embeddedness has been studied under the framework of the COR theory. The study contributes to expanding the field of action of this theory in terms of voluntary turnover and the tangible or intangible resources that influence it. The literature presents differing opinions about what members of Generation Y value in the workplace and results show that work–life balance and intrinsic work values are appreciated by them. The sample is made up of people with working experience while research on Generation Y often uses students. Companies will be able to offer more precise benefits to retain Generation Y based on this research.