What factors affect the attachment of employees to their work and work organization? What are the consequences of attachment or lack of it? The report summarizes the broad findings of a long-term research project designed to examine attitudinal and behavioral aspects of individual-organization linkages, conceived in two broad categories--the acts of joining and remaining employed by the organization, and the person's degree of attachment while employed. Employee turnover received particular research attention in the first category; indexes of employee motivation, organizational commitment, and job satisfaction received particular attention in the second category. Dependent variables considered were job attitudes, turnover and absenteeism, and job performance. The major findings of the specific studies which comprised the project are presented in the context of these categories, in terms of the variables' relationships. The implications for organizations are: focus on pre-entry expectations of new members, monitor their early organizational experiences, determine where commitment to the organization is most crucial and concentrate attention there, develop suborganization attachment, create jobs with greater scope, discover job dimensionality, and individualize incentives. The titles of the project's technical reports and publications are appended. (Author/AJ)