A brief, low-cost career intervention was designed to reduce employee turnover in the customer service call center of a financial institution. Through an extensive literature review, organizational commitment (OC) was identified as a primary predictor of employee turnover, and a list of research-supported OC antecedents was compiled. Antecedents selected as candidates for intervention included employee characteristics and work environment characteristics. Some antecedents were targeted via the content of the intervention, others via its format. Intervention features that addressed the targeted antecedents were identified. The intervention consisted of a workshop of two three-hour sessions held two weeks apart, follow-up meetings with a supervisor for career coaching, and a"career partner" for support and encouragement. Workshop components were introduction, framework, self-awareness, work world information, planning, career coaching, and career partner meetings. Participants rated workshops highly in terms of usefulness of material and knowledge and insight gained. Pre- and post-test measures of organizational commitment and turnover intentions were collected from experimental and control group participants. A number of significant correlations supported previous findings regarding relationships between OC and certain OC antecedents and the relationship between OC and turnover intentions. (Contains 33 references.) (YLB)