This study focused on organizational culture and climate predictors of turnover in child welfare. A sample of N=2858 child welfare assessment workers in Indiana were surveyed and regional scores were calculated for organizational culture and climate. Personal factors and organizational factors were investigated regarding turnover using a logistic regression model to predict who stayed and who left. The results suggest that organizational culture and climate predicted turnover stronger than personal factors, which aligns with prior research. Implications and limitations of the study are discussed, and suggestions are made for future research.