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 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 , 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