“…In attempting to make sense of this finding, we searched for studies that would help us to explain in more theoretically precise ways why high rates of leadership and teacher turnover might impede organizational functioning. We first searched the literature on school reform, and while we found a number of studies that asserted that there was a negative connection between turnover and organizational functioning (see e.g., Allensworth, Ponisciak, & Mazzeo, 2009; Fink & Brayman, 2006; Hargreaves & Fink, 2000; Partlow, 2007; Ruby, 2002), we found few that have investigated these relationships directly. We also searched the literature on teacher and leadership turnover, and while we found some studies linking turnover to indicators of poor organizational performance (i.e., low morale and poor working conditions) (see e.g., Allensworth et al, 2009; Fink & Brayman, 2006; Ingersoll, 2001; Loeb, Darling-Hammond, & Luczak, 2005; Loeb, Kalogrides, & Horng, 2010), we found few studies that investigated whether or how turnover may shape organizational response to external policy pressures.…”