In recent years, an increasing number of researchers have exhibited an interest in the possible relationships between the variables of task performance, organizational rewards, and worker satisfaction. The most recent theoretical proposition holds that any empirical relationship between the variables is directly dependent upon performance-reward contingencies. The research reported was designed to empirically investigate the causal inferences concerning the relationship between contingent rewards and performance, contingent rewards and satisfaction, and performance and satisfaction within an organizational setting where rewards (pay) are strongly contingent upon performance.The results of the data analysis support the proposition that performance-contingent rewards have direct causal impact on performance. However, due to the low predictive correlations, no generalized causal priority could be empirically verified between contingent rewards and satisfaction or between performance and satisfaction.