This study aimed to test several components of the Theory of Work Adjustment (Dawis & Lofquist, 1984) on a sample of 170 bank personnel using a fuzzy graphic rating scale to elicit work preferences and job perceptions. Indices of correspondence between work preferences and job perceptions correlated significantly with satisfaction. Although some of the correspondence-satisfaction relation was mediated through performance, performance did not moderate the relation. Both satisfaction and performance related significantly to tenure intentions. The satisfaction-tenure intentions relation was higher among poorer performers. The effects of gender and time in the organization were also examined. Although results support the Theory of Work Adjustment, more precise statements about the role of performance are required.