Field experiments have not consistently supported the J. R. Hackman and G. R. Oldham ( Organizational Behavior and Human Performance, 1976, 16, 250–279) model of job redesign. One explanation for this could be the inability of Pre and Post ratings to accurately measure individual perceptions of change when the intervention impacts on the frame of reference used by the individual to anchor responses. A solution would be use of retrospective ratings following recommendations by G. S. Howard, K. M. Ralph, N. A. Gulanick, S. E. Maxwell, D. W. Nance, and S. R. Gerber ( Applied Psychological Measurement, 1979, 3, 7–23) in their research on response shifts. An experimental simulation was conducted with 48 subjects working on what they thought was a proposed work-study job. Results indicated that retrospective ratings were internally valid measures as no bias due to saliency, priming, or order effects was observed. Although evidence of a response shift was not found, the technique was sensitive to objective job changes and using a within-subjects design the Hackman and Oldham model was supported. Implications of retrospective rating methodologies for future research on employee reactions to job or organization change are discussed.