This article draws upon psychological, sociological, and economic theories of employment relations to examine ®ve dimensions of employment conditions (information, compensation, time frame, investment, and change) in Norway. Each of these dimensions is conceptualized as a continuum anchored by relational exchange on one side and transactional exchange on the other. Using data from nationally representative surveys of Norwegian work organizations and their employees, we ®rst develop measures of the ®ve dimensions of employment relations and test several hypotheses about their antecedents. We ®nd that full-time employees in supervisory positions and in higher prestige occupations generally have employment conditions that have more relational aspects. In addition, we ®nd that degree of relationalism tends to be greater in organizations that have ®rm internal labour markets and encourage personal development. We then examine some individual-level consequences of relationalism, and ®nd that persons with relational employment conditions are generally more committed to their organizations, somewhat less likely to leave them, and more satis®ed with their jobs.