were reviewed. This review indicated that the causal relation between job satisfaction and organizational commitment had been overlooked and that attempts to identify the antecedents of these variables had suffered from conceptual and methodological limitations. To examine these two issues, structural equation methodology was used to reanalyze data from Michaels and Spector (1982) and Bluedorn (1982). Four causal models were examined. Across both samples, support was obtained for relations between personal/organizational characteristics and job satisfaction, and between satisfaction and commitment. Commitment was also an important determinant of turnover intentions. The implications of the findings and methodology are considered.Turnover has been a focus of investigation by several disciphnes (e.g., psychology, sociology, economics) for a number of years.Many of these efforts have centered around the development of conceptual models of the turnover process and subsequent empirical validation of the models. Although these models have diverse origins, several have postulated job satisfaction and organizational commitment to be antecedents of turnover. In fact, a recent review (Clegg, 1983) suggested that in turnover research, most of which has looked at the role of affect on subsequent behavior, satisfaction and commitment have been the most frequently investigated components of affect. However, because most models of turnover have included only one of these two variables (Steers & Mowday, 1981), the causal relation between these two determinants has generally been overlooked. Furthermore, attempts to investigate their antecedents have suffered from conceptual and methodological limitations. Thus, the present article will briefly review the concept of organizational commitment and develop the hypothesis that job satisfaction is a causal antecedent. Also, several turnover models and studies will be examined, focusing on the satisfaction-commitment relation and the role of other determinants. Next, a review of the biasing effects of measurement error in path analysis models will be presented. This methodological problem has been overlooked by researchers working in this area. Finally, an empirical test of the satisfaction-commitment relation will be conducted through a This article is based on the first author's master's thesis, which was conducted at Indiana University-Purdue University at Indianapolis.We thank committee members Jerome Busemeyer and Robert Bringle and three anonymous reviewers for their helpful comments. We also thank Dr. Bluedorn for making his data available to us and Mary Post for her assistance in manuscript preparation.

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The purpose of this experimental study (N = 265) was to determine how screener self-monitoring (SM) would affect the relationships of applicant positive self-presentation (PSP) and objective credentials (OCs) with ratings of employability. Results indicated that screener SM moderated two relationships quite differently: The relationship between employability and self-presentation was more positive as screener SM “increased,”whereas the relationship between employability and credentials was more positive as screener SM “decreased.” If organizations are not attentive when hiring or assessing personnel within other human resource functions, evaluator SM may act as an undetected bug in scoring procedures and change the subsequent decisions made.

Within the context of the Americans With Disabilities Act (ADA) of 1990, we examined the impact of requesting accommodation and having a disability on ratings of applicant suitability for employment. Psychology students and human resources (HR) professionals reviewed application materials from a hypothetical job candidate and then evaluated the candidate's qualifications for the job. Participants were randomly assigned to 1 of 5 conditions that consisted of a candidate seeking or not seeking accommodation partially crossed with disability type (none, physical, or psychiatric). Three potential covariates were considered: HR employment status, and knowledge of and attitude toward the ADA. Results showed that asking for reasonable accommodation lowered suitability ratings, even when controlling for HR employment status, the only significant covariate. Also, a candidate with a psychiatric disability was given significantly lower employment suitability ratings than was a candidate with no disability. Implications for applicants with disabilities and employers are discussed.

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