The purpose of this study was to identify factors which influenced Virginia Superintendents in Region-Study Group VI between 1978 and 1982 to continue or to vacate the position of superintendent. The population for the study included 29 cases: 19 were classified as continuing superintendents and 10 were classified as non-continuing. The Region of Study included 12 counties and 7 cities. The focus is on the examination of turnover in this geographical region.

In carrying out the purpose, the study examined the following research questions: (a) What factors, as perceived by the continuing superintendent, were responsible for or contributed to the decision to continue in the same position? (b) What factors, as perceived by the non-continuing superintendent, were responsible for or contributed to the decision to vacate the position?

This descriptive research study used case study methodology to investigate the pertinent factors that influenced the decisions of superintendents in Region-Study Group VI to continue or to vacate their positions of leadership in Virginia School Systems. The study utilized personal confidential interviews as the primary method of data collection. An Interview Guide was developed as the data gathering instrument. Questions were designed to focus on major areas of responsibility of a superintendent. In addition to job competency factors, social, political, personal, community and system demographic factors were examined. A model was designed to check these factors against perceptions of job satisfaction. Data which could be quantified were key-punched for analysis. The chi square test was applied. Factors which appeared to be statistically significant from the chi square analysis of continuing and non-continuing categories included: Community Factors, Social Factors, Job Competencies--Board Relations, Business and Fiscal Management, Curriculum and Instruction, and student Personnel Services. Areas of the interview which could not be easily quantified were reported in narrative form with case specific data. The following case specific information was reported as reasons for staying on the job by the continuing superintendents: (a) positive board relations, (b) community support, (c) challenge and prestige of leadership, (d) personal preference for a particular commit.

Case specific information reported by non-continuing superintendents as reasons for changing jobs or termination included: (a) unsatisfactory board relations, (b) health, (c) to avoid community conflict, (d) retirement age, (e) role of change agent, and (f) professional growth--the challenge of a larger school district.