Recruiting and retaining highly qualified teachers has been a challenge for many rural school districts. Lower salaries, working conditions, and geographic location are some of the challenges rural districts face when staffing their schools. The challenges of recruiting teachers in rural areas are compounded by competition from larger districts located in metropolitan areas. Rural districts desiring to recruit and retain highly qualified teachers need an understanding of the factors that impact teacher recruitment, retention, and turnover in their districts. The following study takes a mixed-methodology approach to determine to what extent certain factors impact teacher retention in one rural school district. Highly qualified teachers having at least 5 but no more than 15 years of experience in the district were invited to participate in the study, as well as school principals and district administrators who have an active role in recruiting and retaining teachers. The study contained two components. Surveys were used to collect quantitative data. Participants were asked to indicate to what extent given factors impacted teacher retention in the district. Qualitative data was collected through a series of interviews with five teachers, one district-level administrator, and one principal that were randomly selected from the sample of eligible participants. The findings of the study suggest that teachers' decisions to remain with the district are impacted by their knowledge of their positions, job satisfaction, and the needs of their students. Administrators indicated they believe teacher retention is impacted by job security, job satisfaction, and principal and collegial support. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]