This dissertation introduces a social exchange perspective of intention to quit and examines the relationship of several work-related and non work-related variables with intention to quit. Specifically, the relationships between the following ? perceived organizational support (POS), perceived supervisor support (POS), family responsibility, kinship responsibility ? and intention to quit were examined. POS and PSS were examined to provide a better understanding of the role each plays in the development of intention to quit. Family responsibility and kinship responsibility were examined because prior research has generally ignored the role each may play in the development of intention to quit. A cross-sectional design was utilized and data was collected from three prison sites within the Mississippi Department of Corrections (MDOC) using a questionnaire. Correctional officers at each of the three sites were asked to complete a questionnaire, were told their participation was voluntary and their responses would be held in complete confidentiality, and were given time during working hours to complete the questionnaire. The data collection yielded 392 usable questionnaires. Hierarchical regression was used to analyze the hypotheses. By utilizing social exchange theory, this dissertation provided a broader theoretical perspective of intention to quit by allowing the inclusion of work-related and non work-related variables. The results provided support for the role POS and PSS play in the development of intention to quit. Specifically, POS and PSS do not appear to have a direct effect on intention to quit. Rather, the relationship seems to be fully mediated by job satisfaction and organizational commitment. No support was found indicating family responsibility or kinship responsibility had an effect on intention to quit. However, possible limitations concerning the measurement of family responsibility and kinship responsibility were noted and further development of these measures may be necessary.