This conclusion presents some closing thoughts on the concepts covered in the preceding chapters of this book. The book provides the evidence of personality and occupation effects on quitting and discusses its implications for previous and future research on quitting. The employment relationship consists of employees who exchange their labor, skills, and talents with employers for work conditions and economic rewards. Each operative work condition has a cost and a reward dimension. Locus of Control (LOC) and occupation affect the rewards, costs, and profit employees receive from the employment relationship. Each of the exchange relationships examined provide job costs, job rewards, and profit. The book analyses the review of turnover literature examined research that used economic, psychological, and sociological theory to explain turnover. It also addresses the future turnover research. This would permit researchers to identify other relationships where the valuation of social and material resources and behavior is moderated by personality.