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This article presents a framework for e t long-term effect of employees' retrospective evaluations of a major organizational change and presets empirical data from one such change-a large-scale corporate relocation. Drawing on the literature of employee-o on relationships, we propose that the critical components of how employees remember and evaluate a change experience include post hoc assessments of met expectations, fairness, and comparison of their present and prechange organizational status. The independent variable in the research included measures of met expectations, outcome and procedural fairness, and perceived changes in membership status. The dependent variables were organizational commitment job satisfaction, and a measure of regret that asked whether employees would repeat their decision to relocate. As expected, the independent variables were correlated, but differentially related to the postchange measures. Discussion of the results highlights the complex nature of remembered experiences and the long-term implications of retrospective evaluations for member organization relationships.