For an organization to achieve its goals, the commitment of its employees is essential. Therefore, understanding the factors that influence the commitment of individuals to their organizations has inspired the work of many researchers. To the challenge of committing the working force one can add the difficulty of performing this task in organization environments where at least four different generations are enclosed. Possible generational differences in the organizational environment, have also motivated many studies. Having these issues as a background, the present work sought to unite these two themes, as well as had as its objective the identification and the analysis of the main factors that influence the organizational commitment of the Brazilian Airforce administration officers from the X Generation (individuals born between 1965 and 1979) and from the Y Generation (individuals born from 1980 onwards), for these are the more prevalent generations in the organizations at the moment. In order to achieve this objective, a survey was conducted, using a model of multiple databases to measure organizational commitment: the Scale Bases of Organizational Commitment. This scale evaluates seven bases of the organizational commitment: affective; obligation to remain; obligation for performance; affiliative; lack of rewards and opportunities; consistent line of activity and lack of alternatives. The data analysis indicated similarities between the two generations evaluated regarding the bases of commitment. Both X Generation respondents, as those of Y revealed a high commitment regarding the obligation for performance base and a commitment above average regarding the affective base, as well as a low commitment regarding the obligation to remain and lack of alternatives bases. In relation to the affiliative and consistent line of activity bases, however, a small difference could be observed, where the X Generation presented a commitment below average, and the Y Generation a low commitment.