According to an employee withdrawal model suggested by Miller and Rosse (1982), workers engage in a variety of integrated behaviors that are intended to place physical and psychological distance between themselves and a noxious work environment. To investigate the relationship of job satisfaction and employee withdrawal behaviors, 48 newly hired, predominantly female (83 percent), full-time hospital employees, with a mean age of 26, were interviewed ten times over a 6-month period about job attitudes, adaptive behavior, and personal health. Job attitudes were measured by the Faces-Format Measure of Overall Satisfaction with Work, the Job Descriptive Index Scales, the Index of Organizational Reactions, and the Work Alienation Scale. Adaptive behavior was assessed through biweekly supervisor records of lateness, absence, and turnover, and subjects' completion of the Avoidance Scale and the Attempts at Change Scale. Physical and mental health were assessed by a self-report checklist. A corresponding control group (N=24) completed only the job attitude scales. An analysis of the results showed that intention to quit, turnover, absence, attempts to change the job, and health disorders were negatively correlated with job satisfaction. Lateness and the self-report Avoidance Scale did not correlate with job satisfaction. Use of adaptive behaviors was found to have remedial effects for employee health. (BL)