Recent research on organizational turnover has examined the validity of the turnover decision process, in particular, the model of employee turnover proposed by Mobley (1977). This study followed-up on a previous (Kerber and Campbell, 1986) study of new employees of a large computer company in which participants completed a questionnaire that assessed 10 variables believed to be involved in the turnover process. One year later, for the follow-up study, a second questionnaire similar to the first was administered to those in the sample who were still employed by the company. This study tested the validity of the path model developed in the previous study in two ways: (1) by determining if relationships predicted by the model were statistically significant in the data from the second questionnaire; and (2) by determining if explanatory variables assessed with the first questionnaire predicted criterion variables assessed with the second questionnaire one year later. Employees (N=137) completed the questionnaire during their first (Time 1) and second (Time 2) years of employment. Separate analyses at Times 1 and 2 support a causal model of the turnover decision process in which perceptions of the job affect job attitudes which, in turn, influence withdrawal cognitions, and voluntary turnover. A time-lagged analysis in which voluntary turnover, withdrawal cognitions, and job attitudes at Time 2 were predicted from explanatory variables at Time 1 also supported the model, although the percent of explained variance was small. Major organizational changes occurring between the two assessments probably weakened predicted relationships. (Author/ABL)