Abstract
This study examined the role of individual and organizational factors on intention to leave the job using a sample of 176 Maryland-chapter NASW social workers. Using hierarchical regression analysis, it was determined that lower income, higher job tension, and lower supervisory support are related to higher intention to leave. Gender moderates the relation between supervisory support and intention to leave: for women there is a smaller difference in intention to leave for low and high supervisory support, whereas for men low supervisory support leads to much higher intention to leave than high supervisory support. Implications for research and practice are provided.
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