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In this national study, a combination of factors that affect teacher satisfaction and retention were examined. Domains that discriminate between teachers who choose to stay or leave the teaching profession were investigated. A research-developed questionnaire was administered to 450 randomly selected first, second, and third year teachers. Survey items were related to domains affecting teacher satisfaction and retention. A demographic section was included to collect background information. A principal components analysis resulted in the emergence of domains that were used in the final analysis. They are: emotional factors; school and community support; instructional support; prepration in teaching curriculum, managing students, and assessing students; collaboration; compensation and benefits; motivation to teach; and culture shock. Eleven percent of the respondents chose to leave the profession. Results of the discriminant analysis indicated that the best predictor in choosing to leave or stay in the teaching profession was emotional factors followed by compensation and benefits and culture shock. The analysis was used to determine if the individuals in the two groups were correctly classified based on their scores on the eight predictor variables. The number of cases correctly classified was 91.4 percent. / Ed. D.

This study examined the factors that influence minorities to enroll in agricultural science programs at Virginia Tech. Minorities have been and continue to be under-represented in most areas of the agricultural sciences. The presence of African-American and other minority students in the agricultural sciences is, therefore, very important. Enrollment numbers in programs across the country indicate that agriculture, does not appeal to many minority groups. Wardlow, Graham, & Scott (1995) noted that there is little doubt that minorities are underrepresented in academic departments at land-grant universities, professional roles in agricultural industries, and in governmental agencies such as the United States Department of Agriculture (USDA). The data collection in this study was through a survey developed by the researcher. The population in this study consisted of minority undergraduate and graduate students in the Minority Academic Opportunities Program (MAOP) and Minorities in Agriculture, Natural Resources, and Related Sciences (MANRRS) organization at Virginia Tech. The respondents in this study selected agricultural science as a major due to their personal decision, input form family members and friends, and the guidance form a high school or faculty member. They also noted there was opportunity for them in the agricultural sciences and felt that professors, administrators and students within the department were fair and supportive. Financial assistance was an important factor in the student's decision enrolling in the program, and the majority of the respondents were receiving financial assistance. However, the respondents noted that they would be enrolled if they were not receiving financial assistance and felt they had the opportunity to succeed in the agricultural sciences at Virginia Tech / Ph. D.

The purpose of this study was to investigate the procedures and their perceived effectiveness in the recruitment of African American teachers in city school divisions in Virginia. The research questions investigated were: (1) What are the procedures used by human resource directors in city school divisions in Virginia to recruit African American teachers? (2) To what extent are these procedures helping to increase the number and percentage of African American teachers in city school divisions in Virginia? (3) What problems do human resource directors in city school divisions in Virginia encounter in recruiting African American teachers to their divisions? (4) What strategies do human resource directors in city school divisions in Virginia use to overcome these problems? This study, both quantitative and qualitative in nature, focused on human resource directors in each of the 39 city school divisions in Virginia. The primary method of data collection was a questionnaire which consisted of forty one items. To compliment the quantitative study, three human school divisions in Virginia were interviewed by phone. Chi Square Tests of Association were used to compare the use and perceived effectiveness of recruitment practices in city school divisions in Virginia. After data were gathered and analyzed, the researcher presented the data using tables. The results of this study showed that using other employees to recruit, networking through other educators, having recruitment fairs, and sending vacancy announcements to colleges were the procedures used most often by human resource directors to recruit African American teachers. Likewise, these procedures were the most effective in helping to increase the number and percentage of African American teachers. Human resource directors reported that the most common problems they encountered when recruiting were: (1) the decreasing number of African American teachers in relation to the rising number of African American students; (2) expanding career opportunities in other fields for African Americans; (3) the pool of African American teachers not adequate to meet the needs; and (4) greater economic rewards in other fields for African Americans. The directors also reported that the most common strategies used to overcome recruitment problems were: reflecting an ethnically diverse teaching force in recruitment information; developing a strong recruitment program; and participating in career fairs at predominately black colleges and universities. Five major themes emerged as the human resource directors who were interviewed described the strategies they use to recruit African American teachers. They were: (1) promoting teaching; (2) diversifying the teaching pool; (3) improving resource directors from the city the culture of teaching; (4) developing volunteer programs for college professors and middle school students to assist in schools; and (5) increasing salaries to that of other professions. / Ed. D.

It is projected that the majority population will become the minority population by 2050. In order to serve the needs of an ethnically diverse U.S. population, corporate agribusinesses are encouraged to employ an ethnically diverse workforce. The purpose of this research was to understand how attitudes, subjective norms, and perceived behavioral control in the workplace affects the intent of underrepresented groups to remain in working for their current corporate agribusiness. In current agriculture research, there are very few studies that focus on the experiences of underrepresented groups in corporate agribusinesses. There is also very little research and public information that provides the number of underrepresented students who are recruited and retained in corporate agribusinesses from year to year. For this reason the author sought to explore the experiences of underrepresented groups who work for agricultural organizations and gain an understanding of factors that impact their intentions to maintain a career in the field. Using a phenomenological qualitative research study design, individual interviews were conducted with underrepresented employees from various corporate agribusinesses from across the United States. A review of the findings indicate that underrepresented groups who work for corporate agribusinesses are satisfied with their jobs in terms of compensation, work/life balance, and the opportunities for advancement. Yet, they are sometimes faced with micro-aggressions, at times feel they are treated differently because of their race, and often work in cultural climates that lack inclusion and/or cultural intelligence. As a result the majority of the participants who participated in the study felt that they would remain with their corporate agribusiness employer until they found a new company to work for, started their own business, or a better opportunity presented itself. The findings from this study also show that anyone seeking employment in corporate agribusinesses need to have effective communication skills, cultural and emotional intelligence, agricultural competency, and a true passion for their field of agriculture in order to be successful in the industry. Other findings show that underrepresented groups and their White counterparts need to be educated on the contributions that underrepresented groups have made to the agricultural field in efforts to change the negative perceptions that underrepresented groups have about agriculture. / Master of Science in Life Sciences

When students leave home for college, many desire a sense of belonging. One way for students to cultivate this sense of belonging is by participating in formal and informal peer groups (Chickering & Reisser, 1993). Of all peer groups, Greek-lettered organizations, when serving as an effective peer group, have the most impact on its members (Chickering & Reisser, 1993). As Greek-lettered organizations evolved, pledge processes were created as a means of promoting group values and continuing traditions (Nuwer, 1999). However, this pledge process led to accidents and deaths (Kimbrough, 2003; Nuwer; 1999; Ruffins, 1999). As a result, Black Greek-lettered organizations (BGLOs) replaced their pledge process with a membership intake process (Kimbrough, 1997, 2003; Ruffins, 1999). Despite the end of pledging, BGLO members instituted 'underground pledging,' unsanctioned events that occurred before, during, and/or after the membership intake process as a way to continue the pledge process (Kimbrough, 2003). As a result, students still perceive the pledge process as an instrumental part of the Black Greek experience and continue to participate in unsanctioned pledge activities that lead to injuries and deaths (Geraghty, 1997; Jones, 2000; Morgan, 1998; Rodriguez, 1995; Ruffins, 1997; 2001). Very little research has been conducted on BGLOs. As such, it would seem that research is needed on how members experience and view the intake process. The present study attempted to address this gap by examining the activities that were associated with the membership intake process, as well as current undergraduate members' perceptions of the pledge and membership intake processes. / Master of Arts

With a growing demand for civil engineers in the United States, understanding factors that influence students to choose civil engineering (CE) as a major in college, pursue an M.S. degree in CE, and persist in the CE industry can lead to valuable insights for recruitment and retention of future and current civil engineers. Additionally, understanding factors that prominently influence male and female civil engineers to persist in and depart from CE, separately, can lead to valuable insight towards improving focused recruitment and retention of both genders. This thesis includes three research studies that identify, analyze, and discuss these important factors. For this research, data were utilized from three questionnaire surveys conducted through the Department of Civil and Construction Engineering at Brigham Young University (BYU). The first two surveys were administered to CE undergraduate students through a required junior-level materials engineering course (CCE 306) at BYU. A total of 1071 students, comprising 214 females and 857 males, completed these surveys. The third survey was administered to BYU CE alumni through an online surveying platform. This survey was completed by 458 participants, 369 males and 89 females, with a response rate of 27.4%. The results from this research revealed that CE students, graduates, and professionals are influenced by a variety of factors. Each paper identifies, analyzes, and discusses the factors that prominently influenced each survey population. The following factors were mentioned in each of the three surveys, and therefore, were factors that influenced all three groups to pursue or persist in CE: influential people, family responsibilities, knowledge, problem solving, passions, service, salary, job opportunities, job stability, and work experiences. The results from this research also revealed several similarities and differences in responses from male and female participants. The results of this research can help guide educators and professionals to make changes towards improving recruitment and retention of CE undergraduate students, graduate students, and professionals. Additionally, this research can help guide the industry to make changes towards improving recruitment and retention of both male and female civil engineers.

No / This paper presents a knowledge review, undertaken to identify potential barriers affecting the recruitment of British South Asian people into the nursing profession. The review identified eleven studies, which explored attitudes and levels of knowledge towards nursing within the British South Asian population. Many of these studies, although providing useful insights, have methodological limitations. Studies highlighted perceptions among the South Asian population of nursing as a low status and stressful occupation with unsociable working hours and low pay. Nursing members of the opposite sex was not acceptable to some individuals on religious grounds. Others, however, had no problem with this. The review highlights both similarities and differences in attitudes towards nursing amongst the British South Asian population and the majority white population. Factors such as the lack of exposure to positive role models and limited opportunities to gain an insight into the work of nurses suggest that South Asian people might be less likely to consider nursing as a career than their white counterparts. To gain a better understanding of views held towards nursing within this population however, more comparative studies are needed to take an account of diversity in terms of social class, gender, ethnicity and religion.

Yes / The recruitment and retention of a digital health and social care workforce in the United Kingdom (UK) is challenging for several reasons that include the shortages of these employees in the National Health Service (NHS) and social care and the high demand for digital skills from other sectors (HEE, 2021a; NHS Providers, 2017). Brown (2022:7) notes that ‘high staff turnover rates, chronic recruitment and retention issues, and low morale are increasingly identified as major challenges for those working in social care’. Liu et al., (2019:5) in their report ‘NHS Informatics workforce in England: Phase 1 Project Report’ estimated that the size of the NHS informatics workforce in 2019 was between 40,640 Full Time Equivalents (FTEs) to 53,936 FTEs based on electronic staff records. However, significant shortages in digital and information technology staff in health and social care were identified that pose a challenge. This rapid review examines the strategies used to recruit and retain the health and social care digital workforce and potential solutions to issues raised.