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In the model tested, we posit that employees' outcome and supervisor satisfaction result froni referent outcomes, justifications, and the liketihood of amelioration. These satisfaction facets are then related to turnover through withdrawal cognitions. Structural equation modeling was used to assess the fit ofthis model and alternalives. Although the original model had a good fit, a competing model provided a hetler one, with most hypothesized relationships supported. The implications ofdoi:10.2307/256933 fatcat:mjux5zwlobhe5kx5al5ag6omz4