The relationship between four job stresses (role ambiguity, role overload, underutilization of skills, and resource inadequacy) and two employee withdrawal behaviors (absenteeism and turnover) was investigated. The joint prediction of employee withdrawal from measures of job stress and selected backgroundd variables was also investigated. Data were obtained regarding 651 employees in five organizations through personal interviews and company records. Analysis indicated that job stress is related to employee withdrawal behaviors, that prediction of subsequent behaviors is stronger than prediction of prior behaviors, and that the predictive power of job stress and background variables taken together is as strong as, or stronger than, the predictive power of background variables alone. Confidence in the strength of the findings is enhanced by the use of multiple data sources and multiple data points.