The background of this study is the phenomenon of the number of young civil servants (ASN) who resigned at their own request with no pension rights. In addition, many ASNs were applying for early retirement. The intention to resign result in negative behaviors (in this research referred to quitting behavior), namely: absenteeism, apathy and decreased performance. This study analyzes the influence of work stress, organizational climate and procedural fairness perceptions on employee engagement, in the end will affecting the intention to resign among ASNs in Regional Government of DIY, especially ASNs in Regional Work Units (SKPD) that included in Local Government Budget Team (Tim Anggaran Pemerintah Daerah or TAPD). The dualism role of these TAPD and SKPD bring consequences on diverse workload, work volume, responsibility, work rhythm, work culture and organizational climate, therefore it is interesting to study its impact. This is a quantitative research with field study method using questioners distributed to 160 respondents. Data analysis in this research was using Structural Equation Modelling (SEM) with AMOS 21 and SPSS 15.0 for diskriptif statistics. The results of this research suggesting that work stress is significantly related to the intention to quit, while procedural justice but not with employee engagement. Procedural justice and organizational climate both significantly affect the employee engagement. Organizational climate was having significant relation to the intention to quit while the employee engagement had no significant effect on intention to quit. The intention to quit is a complex matters and more dominated by the internal factors than external factors (organizational). Keywords: intention to quit, work