The interaction effects among organizational commitment, perceived personal efficacy, and expectations with respect to the impact of collective bargaining are explored in relation to their effect on the degree of faculty support for collective bargaining. Data for the analysis was derived from approximately 1,450 full-time faculty in California State University and Colleges (CSUC) in 1976. An empirical analysis was conducted to estimate the parameters of an expectancy- value model on the full sample and to assess the statistical, and relative importance of the causal variables, and to consider the within-groups salience of the various expectations for the faculty catagorized according to felt efficacy and also according to commitment, in order to discern possible interaction effects. Discussions are presented on the theoretical model and hypothesis, the empirical analysis, the interaction effects, the interaction of efficacy and expectation, and the interaction of commitment and expectation. (SPG)