This study focuses on an attitudinal variable (organizational commitment) as a mediator and examines why turnover intention among child welfare workers would be affected by worker's perception of inclusion, at the organizational level, at different organizations using multilevel analysis. The results of the study showed that individual worker's organizational commitment plays a mediating role between organizational inclusion and individual turnover intention. The findings suggest that intervention aimed at reducing turnover and retaining quality workers may be more effective with a combined approach of targeting individual attitudes with changing organizational structures.