This paper summarizes an article exploring the roles of leader–member exchange (LMX, or the relationship between supervisor and caseworker) and perceived organizational support (POS, or the relationship between caseworker and organization) to help mediate role stress and turnover intention to leave among child welfare staff. Using three waves of child welfare workforce data, this study aimed to expand the knowledge base of turnover intention research by developing and testing a conceptual model in which the relationship between role stress and turnover intention is mediated by LMX and POS as social exchange variables.
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