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This investigation studied changes across time in measures of organizational commitment and job satisfaction, as each related to subsequent turnover among a sample of recently employed psychiatric technician trainees. A longitudinal study across a lOi-month period was conducted, with attitude measures collected at four points in time. The results of a discriminant analysis indicate that significant relationships existed between certain attitudes held by employees and turnover. Relationships between attitudes and turnover were found in the last two time periods only, suggesting that such relationships are strongest at points in time closest to when an individual leaves the organization. Organizational commitment was found to discriminate better between stayers and leavers than did the various components of job satisfaction.

Research carried out over the past 10-12 years concerning factors related to turnover and absenteeism in work situations is critically examined. On a general level, overall job satisfaction was found to be consistently and inversely related to turnover. More specifically, in an effort to break down the global concept of job satisfaction, various factors in the work situation were analyzed as they related to withdrawal behavior. Four categories of factors, each representing one "level" in the organization, were utilized: (a) organization-wide factors, (6) immediate work environment factors, (c) job-related factors, and (d) personal factors. Several variables in each of the four categories were found to be related fairly consistently to one or both forms of withdrawal. An attempt is made to put the diverse findings into a conceptual framework centering around the role of met expectations. Methodological considerations and future research needs are also discussed.

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