A study was conducted to determine whether employees' attitudes toward money (money ethic endorsement) moderates the relationships between intrinsic job satisfaction on the one hand and thoughts of withdrawal and voluntary turnover on the other. Data were collected from workers in the Department of Mental Health and Mental Retardation in a southeastern state in the United States. At the beginning of the study, 155 workers were surveyed, with a 56 percent return rate. Eighteen months later, 82 of the employees were rated as stayers (62) or leavers (20). Employees' demographic variables such as age, education, sex, tenure in the organization, and annual income, and their attitudes toward money and intrinsic job satisfaction were measured using rating scales. The study found that, for employees with high money ethic endorsement, there was a negative and nonsignificant relationship between intrinsic job satisfaction and turnover: workers with high money ethic endorsement tend to have higher turnover behavior regardless of their intrinsic job satisfaction. Employees with low money ethic endorsement and low intrinsic job satisfaction tend to have the lowest actual turnover, perhaps because they burn out and withdraw psychologically, developing an "indifferent" personality orientation. Opportunity and money ethic were the highest predictors of voluntary job turnover. (13 references) (KC)