This study examined the relationship between the job satisfaction of female superintendents, role conflict, and role commitment. The population included all female superintendents in the states of Maryland, Virginia, and North Carolina. Job satisfaction and role conflict were assessed using survey instruments while role commitment was a one question item determining the prioritization of work first, important relationships first, or work and relationships equally. Higher scores in the survey instruments indicated higher overall job satisfaction and internal role conflict, respectively. The relationship between and among variables were investigated using Pearson product-moment correlation coefficient, a multiple regression analysis, and ANOVA. This study found that unlike both male and female secondary principals in the Midwest (Eckman, 2004), role conflict and role commitment had no statistically significant relationship with job satisfaction for this population. Role commitment and role conflict, however, had a significant, positive relationship where those more committed to work first felt greater internal role conflict while those committed to important relationships first felt less internal role conflict. Finally, professional vs. self was the factor that created the most role conflict while the nature of work and co-workers were factors that contribute most to job satisfaction while operating conditions was the weakest source of job satisfaction. / Ed. D. / While women make up around 75% of the field of education as a whole, they only make up only around 25% of superintendents even though they outpace men in administrative preparation programs, pursuit of superintendent licensure, and educational doctorates. In answering the School Superintendents Association’s (AASA) call to research family obligations, family dynamics, and career choice of female superintendents, this study extends Eckman’s (2004) research on secondary principals in methodology, considering the job satisfaction, role conflict, and role commitment of female superintendents in Maryland, Virginia, and North Carolina. This study failed to identify a significant relationship between the independent variables of role conflict and role commitment with the dependent variable of job satisfaction. Role conflict and role commitment, however, did have a statistically significant relationship, where those more committed to work had greater role conflict while those more committed to important relationships first had less role conflict.