Employee movement out of the organization has been examined extensively, but unfortunately, research on employee movement inside the organization is less pervasive. The study reported here uses a longitudinal quasi-experimental design to investigate the relationships of a selected set of work-related attitudes to promotion and turnover in a sample of 157 salespeople. Results indicate that the relationships between the internal/external movement of the employee and several key job related attitudes (organizational commitment, propensity to leave, promotion satisfaction) as well as salary vary over time. In addition, there were significant differences between groups (promoted stayers and non-promoted leavers) for satisfaction with supervisor, and time had a significant effect on all dependent variables (except job anxiety).
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