ABSTRACT
Role exits are prompted by a variety of reasons, the most common of which include resignation, termination, promotion, transfer, demotion, retirement, and fulfillment of terms (e.g., contract employment, university graduation). What makes the concept of role exit intriguing is the necessity for disengagement (Ebaugh, 1988), for psychological and usually physical withdrawal from the role and the cultural context and web of relationships within which the role is embedded. The stronger the identification with the role, the more difficult the role exit (Latack, Kinicki, & Prussia, 1995; Taylor Carter & Cook, 1995). The departing individual must cease to conceive of himself or herself as a role occupant, perhaps abandoning social identities and relationships that are highly valued. Moreover, disengagement is usually a mutual process in that members of the departing individual's role set must similarly withdraw their rolebased attachments to the individual. Thus, just as role entry may involve a long and arduous process of adjustment, so too may role exit.
