We adopted an interactionist perspective to investigate how the personality characteristics of selfesteem (SE) and need for achievement (nAch) moderated the influences of organizational characteristics on individuals' attraction to firms. Subjects read an organization description that manipulated reward structure, centralization, organization size, and geographical dispersion of plants and offices and indicated their attraction to the organization. Although subjects were more attracted to firms that were decentralized and that based pay on performance, results supported the interactionist perspective. Subjects with low SE were more attracted to decentralized and larger firms than high SE subjects. Subjects high in nAch were more attracted to organizations that rewarded performance rather than seniority. Finally, organization size influenced attraction differently for individuals high and low in nAch.

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Two models of the nature of linkages among precursors of voluntary turnover were examined using four distinct samples. A model which includes both job satisfaction and organizational commitment as exogenous variables leading to one's intention to resign was shown to provide results which support its usage in future research. Analyses of longitudinal data for precursors across two points in time, before turnover, however, provided only weak support for causality.

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A survey of job satisfaction, life satisfaction, and work related attitudes was administered to 129 employees of an auto parts manufacturer. The purpose of this study was to investigate the relationship between job and life satisfaction. Using three-stage least squares, the results suggest that the two variables are jointly determined.