This paper extends earlier research exploring the relationship between career decision status and work outcomes by examining resignation behavior in a group of new graduates five years after initial appointment. On appointment various measures were collected including career decision status variables. Earlier research identified a significant relationship between a number of important work outcomes and career decision status. In the current study two variables--career decidedness and career choice importance--predicted resignation behavior. Those people who on appointment scored higher on career decidedness or lower on career choice importance were significantly more likely to stay in the organization than others. The implications of this finding for individuals and organizations are discussed. (Contains 2 tables.)