The purpose of this research is to explore the motivational factors of Generation Y (Gen Y) to work in Chinese-owned garment companies and to analyze how these factors are linked to Herzberg’s theory of motivation and the Chinese business culture since based on the previous research many companies do not properly motivate Gen Y employees. A qualitative method by utilizing exploratory study was applied for this research. In-depth semi-structured interviews with 25 Gen Y employees were conducted in two Chinese-owned garment companies in the Greater Jakarta area of Indonesia, to collect the primary data. The interviews were recorded, and the data was used to develop the transcripts, which were then analyzed using thematic data analysis. The research results showed that Herzberg’s theory of motivation and Guanxi are not always aligned with the motivations of Gen Y employees to work in Chinese-owned garment companies. For example, quality of relationship and status are aligned with Guanxi but not aligned with Herzberg’s theory of motivation. However, several Guanxi factors are aligned with Herzberg’s theory of motivation, such as trust and responsibility, and recognition. In conclusion, there is a connection between motivations, Chinese business culture, and generation cohort which is GenY employees who are currently working in both garment companies in the Greater Jakarta area of Indonesia.