The purpose of this pilot study was to determine the degree to which teachers' age, perceptions of fair pay, receipt of employer-sponsored health insurance, and administrative support, as operationalized by the Competing Values Framework, predicted antecedents of turnover. Teachers' thoughts of leaving their current job and commitment to a center were significantly predicted by perceptions of their directors' coordinating skills (e.g., dependable, skilled at enforcing rules and standards) and the benefit of health insurance. Thoughts of leaving their current job also were predicted by fair pay. Job tenure at a specific center was significantly predicted by perceptions of the director as an effective coordinator and broker (e.g., skilled at seeking and gaining essential program resources), along with the teacher's age and perceptions of fair pay. The interpersonal skills quadrant of the competing values framework was not a significant predictor in any of the analyses. The value of the Competing Values Framework for assessing teachers' perceptions of administrative support is discussed. (Contains 7 tables.)