This article reviews research published in the last five years (1988- 1992) on three employment status activities-formation, adaptation, and termination-from three perspectives-individual, organizational, and interactionist. It to integrates these findings into a common body of knowledge, in order to show what might be gained from a consideration of all three perspectives. The article concludes with recommendations for the requirements of models used to guide future research on the employment relationship and with the identification of fruitful directions for new research.
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