The purpose of this study was to investigate the relationship among Organizational Culture Organizational Commitment and Turnover Intension of Millennials in Domestic Airlines. For the purpose of study, 215 survey questionnaires were distributed among the Airlines employees who are working for Domestic Airlines from 5th March, 2022 to 31th March, 2022. Due to the reliability of data, 7 samples were discarded and 208 samples were put to actual analysis. In order to accomplish the purpose of the study, the researcher conducted and analyzed by using SPSS Ver. 22.0 statistics package. The results of the study are as follows. First, Organizational Culture which are consist of innovation-oriented culture, task-oriented culture, relationship-oriented culture had significantly positive effects and rank-oriented culture had significantly negative effect on organization commitment. Second, organization commitment had significantly negative effects on Turnover Intension. Lastly, Organizational Culture which are consist of innovation-oriented culture, task-oriented culture, relationship-oriented culture had significantly negative effects and rank-oriented culture had significantly positive effect on Turnover Intension. This study shows that relationship-oriented culture, innovation-oriented culture, and task-oriented culture have a positive effect on organizational adaptation of organizational members in domestic airline organizations. On the other hand, it was confirmed that the rank-oriented culture had a negative effect on the organizational adaptation of millennials. Therefore, domestic airlines in the future will be able to identify the type of culture preferred by millennials, who have rapidly emerged as the core human resource of the organization, and maximize organizational performance through establishment within the organization.