Quality leadership in a school district is critical to school improvement (Dunlap, Li, & Kladifko, 2015; Kersten, 2009; Leithwood, Seashore, Anderson, & Wahlstom, 2004). School leaders must be capable of providing vision, focus, and support to their staff, in order to facilitate a positive working culture, and achieve sustainable academic success. Given the competitive nature and complexities of building a quality workforce, when a quality leader is hired, it is typically in the best interest of an organization to retain this talent. However, planning for employee retention requires a detailed understanding as to why an individual desires to leave their current job (Hackett, 2015). This can prove to be even more challenging in school systems where applicant pools are often limited. The purpose of this study was to examine the relationship between exchange commitment and turnover intent of superintendents in Texas public school districts. The predictor variable in this study was exchange commitment; whereas turnover intent was the criterion variable. Exchange commitment is a dimension of organizational commitment that is dependent on an employee being rewarded for work efforts (Balfour & Wechsler, 1996). Throughout this study it was found that high levels of exchange commitment was negatively correlated with lower intent to turnover.