This thesis reports on an investigation into teacher commitment in secondary schools in Seychelles. The overarching aim was to gain an insight into the experiences and perceptions of teacher commitment in order to get a better understanding of teachers’ career trajectories and issues relating to teacher retention. Another aim was to explore the experiences and perceptions of the participating teachers, headteachers and policymakers on the factors that influence commitment and trajectories of secondary teachers at the different stages of their teaching careers. In order to achieve these aims a qualitative methodology was chosen with a combination of three different approaches: phenomenography, phenomenology and multiple case studies. The use of multiple-approaches was considered appropriate in order to enhance the results of the investigation of such a complex phenomenon like teacher commitment. The case studies focused on four teacher groups representing newly qualified teachers, mid-career teachers, experienced teachers and teachers who had left the profession. Data were sought from different participant groups in relation to teacher commitment, experiences and career trajectories. The exploration involved semi-structured interviews with secondary teachers, headteachers and policymakers. The findings show that participants describe teacher commitment in relation to altruism, personal qualities, pedagogical content knowledge and connectedness. The ideas of what constitutes a committed teacher for these participants reveal complexity in the phenomenon of teacher commitment. Personal, organisational and contextual factors are found to influence these participants’ understandings. The findings identify a complex interplay of personal and contextual spheres of influence on teacher commitment. Another level of complexity that the findings revealed relate to the interconnection between teacher commitment, teachers’ career stages and retention. The commitment of beginning teachers is found to be more at risk than that of mid-career and experienced teachers. Education stakeholders hold different views to those of teachers on the factors that impact on teacher commitment and retention. The study concludes by proposing a conceptual model for teacher commitment that illustrates its complex nature. Teacher commitment is multifaceted and the nature and level of commitment held by teachers involves the constant negotiation between these different factors. The findings of the study contribute to a nuanced understanding of teacher commitment and have the potential to generate more in-depth and extensive studies of this phenomenon. These findings may inform policymakers both in Seychelles and in other national and international contexts about issues relating to teacher recruitment, development and retention, which are worldwide concerns.

Riley (1998) indicated that our nation's neediest communities, those with high rates of poverty and all too often large minority populations, suffer most from shortages of qualified teachers. Schools with these characteristics are often our Title 1 schools. Staffing these schools can be a very difficult task. Haberman (1987) attributed the shortage of qualified urban educators to factors such as racism, fear, a generally negative perception of what teaching in an urban setting is like, and the low percentage (5%) of faculty in schools of education who have urban teaching experience, which affects their ability to prepare teachers for urban settings. With the passage of the No Child Left Behind Act (NCLB), a new federal regulation, this task becomes even more arduous. This act requires that, effective the first day of the 2002-2003 school year, new teachers hired to teach in Title 1 schools be "highly qualified" (U. S. Department of Ed., 2002). This study was designed to determine why teachers choose to remain in the urban setting. The researcher surveyed experienced teachers (minimum of 10 years) in the Norfolk Public Schools District, a large southeastern urban school district, to determine the reasons why teachers stay in this urban district. The sample included all current teachers in this district with a hire date of August 1991 or before. The survey instrument used was designed to gather the following information: (1) why do teachers select urban school districts?, (2) why do teachers remain in this urban school district?, (3) what professional development activities are important in urban districts?, (4) what is the level of commitment of teachers who remain?, and (5) what is the relationship between reasons why teachers remain and their level of teacher commitment? Distributions of frequencies, mean scores, and standard deviations revealed survey results as they related to (a) gender of teacher, (b) race/ethnicity of teacher, (c) grade level assignment, (d) number of years of teaching experience in an urban district, (e) age of teacher, and (f) education level of teacher. A composite score was calculated for the teacher commitment section of the survey instrument. Also, a correlation matrix was conducted to determine the significance of the relationship between reasons why teachers choose to remain in this district and levels of teacher commitment. Other statistical analyses used were t-tests, ANOVAs, and Tukey post-hoc tests. The results of the study revealed that teachers choose to remain in this urban school district because they feel they have been effective in working with urban children; they have developed good collegial relationships within the district; and they have gained a sense of self satisfaction from working in this district. These reasons and several others were found to have statistical significance in teachers' levels of commitment. Also, teachers who were female, African-American, middle school teachers, with greater years of experience proved more likely to remain in this urban district. The findings of this study reveal significant implications to this and other urban school districts. Teachers have to feel some intrinsic motivation to remain in urban districts. Districts should use the results of this study to assist in developing opportunities for teachers to enhance their levels of self-satisfaction and to improve their hiring practices. Attention to these issues will increase teacher retention rates in urban districts. This study provides a foundation for future study in the areas of teacher retention, commitment, teacher certification and retention, and teacher quality. / Ed. D.

Teacher burnout, absenteeism, and turnover continue to plague schools throughout the United States. Researchers have suggested that a school principal's transformational leadership may impact teacher commitment, though there are limited findings regarding the differences in commitment levels among rural and non-rural teachers. There are also limited findings regarding how the different elements of a principal's transformational leadership (idealized influence, intellectual stimulation, individualized consideration, and inspirational motivation) impact teachers' professional and organizational commitment, if at all. The purpose of this study was to investigate potential differences in commitment levels among rural and non-rural teachers, as well as urban-rural differences in the links between principal transformational leadership (including its specific sub-domains: idealized influence, intellectual stimulation, individualized consideration, and inspirational motivation) and teacher commitment to the profession and the organization. This quantitative study included a questionnaire that was filled out by 363 urban teachers and 460 rural teachers living throughout the state of Arizona. Statistical t-tests and regression models were used. The findings reveal that, among other things, idealized influence (attributes) consistently proves to be a predictor of professional and organizational commitment among both rural and non-rural teachers and that rural teachers experience greater levels of commitment than do urban teachers. Schools and districts may use these results in their search for hiring and training principals by searching for candidates that display characteristics in line with idealized attributes and by doing more to train current principals in behaviors tied to this element of transformational leadership. Districts and schools may also explore other ways to help non-rural teachers to feel more committed.

For more than two decades, special education teacher shortages and attrition have concerned policymakers and administrators who work to recruit and retain special educators. It is imperative, therefore, to investigate the possible causes underlying the decision of special educators to leave the field. The aim of this current study was to explore teacher commitment to model philosophy and burnout across two well-established preschool treatment models for children with ASD: TEACCH (Treatment and Education of Autistic and Related Communication-Handicapped Children) and LEAP (Learning Experiences and Alternative Program for Preschoolers and their Parents). Additionally, these constructs were explored in Business As Usual (BAU) classroom models. Results indicated that LEAP teachers were significantly more committed to LEAP philosophy and practice relative to the TEACCH and BAU teachers and TEACCH teachers were not significantly more committed to TEACCH philosophy relative to the LEAP and BAU teachers. Additionally, BAU teachers are not significantly more committed to either LEAP or TEACCH, but do share commitment to both classroom approaches. Lastly, post hoc analyses provided support for a quadratic relationship between teacher commitment and aspects of teacher burnout. Implications for school districts and teachers working within the field of special education are discussed.

Teacher commitment is one of the key elements in education and is arguably becoming an increasingly important factor. The work teachers engage in on a daily basis is complex and demanding and requires a level of personal engagement and commitment. With the escalating demands and new challenges inherent in the current educational climate, what it means to be a committed teacher is also changing. It has become imperative to gain further insight into teacher commitment due to its close association with concepts such as quality of teaching, teacher adaptability, teacher attendance, teacher burnout, teacher retention, organisational "health" of the school, and student attitudes and learning outcomes. This multi-method study examined the phenomenon of teacher commitment as it is perceived by the teachers themselves. The research used a multi-method enquiry approach that employed two rarely connected qualitative methods of phenomenography and case study. It combined the two methods in an effort to extrapolate and enhance the results from one method (phenomenography) with the results from another method (case study). The combined methodology was considered to be appropriate to investigate the complex phenomenon of teacher commitment, specifically the multi-dimensional nature of teacher commitment, which is an area that had not previously been fully explored. In the phenomenographic investigation of this study, 30 experienced classroom teachers were interviewed. Participants worked in schools that represent the diverse education settings and contexts of Queensland. Geographically the range included teachers from suburban (Brisbane), regional (Rockhampton) and remote (Longreach) settings. Schools that participated in the research included special schools, primary schools, high schools and schools of distance education. This interview data were analysed to identify categories of description and develop a conceptual "map" of teacher commitment. The school site of Willowbark State School, a small inner city school was then investigated as a case study. The case study elaborated on the phenomenographic categories of teacher commitment identified by this study. Case study data were collected from a range of sources that included the school website, school documents, anecdotal evidence collected from observations and informal discussions and formal interviews with five educators with extended teaching experience. One of the significant outcomes of the study was an informed conceptualised Model of Contemporary Teacher Commitment that illustrates the relationship between the key categories of description and as such demonstrates the "collective mind" of the teachers in the study. The study identified six categories of description of teacher commitment. These categories included teacher commitment as a passion, investment of "extra" time, a focus on the students, maintaining professional knowledge, engagement with the school community and transmitting knowledge and values. These categories are integrated into the model by the use of two summarising dimensions, a "personal dimension" and a professional "enactment dimension." Another key finding that emerges from the study was the centrality of passion within teacher commitment. This finding challenges the position that teacher commitment can be discussed merely in terms of external factors such as students and subject areas. What the findings of this study do indicate is that a passionate connection to teaching is fundamental to any discussion about teacher commitment and this has implications for school and system leaders.

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The inability of school leaders to staff the classrooms with qualified teachers and to retain them in the classrooms is a major educational concern. The failure to retain teachers hinders learning, disrupts program continuity, and affects of expenditures for recruiting and hiring (Shen, 1997). Few research studies investigate why new teachers decide to remain in the teaching profession and fewer studies examine why experienced teachers have continued in the field. Little is known about what experienced teachers think about their profession and what internal or external factors persuaded them to remain in teaching. Insight gained can provide better understanding of what motivates them to stay, and it may prove effective in guiding policies for retention. Grounded theoretical investigation, examined why experienced teachers choose to remain in an exurban school district. Interview data were collected from 25 experienced teachers with 10 years of teaching experience in the school district. The results of the study revealed that experienced teachers are motivated primarily internally but need external approval; they perceive their self-image as a teacher from the success of their students, the collegiality of fellow teachers, and from the pride of their families; they believe that school leadership can positively affect teacher retention; they believe that in the school atmosphere, interactions with students and colleagues positively affect teacher retention; and they believe that professional staff development has a positive and negative effect on teacher retention. These findings lead to significant implications and recommendations for schools and school districts. At the school level, school leadership plays a major role in teacher retention. Teachers appreciate administrators who provide them with opportunities for self-fulfillment, growth, and development; time for teacher-student interactions; and collaboration with their colleagues. It is imperative that school districts provide teachers with continuous staff development, competitive salaries, and salary increases to meet the demands of the economy. It is also vital for schools and school districts to value the voices of experienced teachers as an avenue to recruitment and retention. The information gathered from this research may be instrumental in improving working conditions that may encourage teacher retention. / Ph. D.

I used teacher data from the Study of Personnel Needs in Special Education (SPeNSE) to compare the characteristics, qualifications (e.g., credentials, preservice preparation, self-efficacy, and induction) and work conditions (e.g., school support, work manageability and induction support) of early career special education teachers in high- and low-poverty districts and the effects of these variables on teacher commitment. Organized as a set of thee articles, this research presents findings from a nationally representative sample of 935 early career special education teachers. Data analyses included descriptive statistics, factor analysis, reliability analyses, and logistic regression. Significant differences were found in the credentials and preparation of teachers working in high poverty vs. more affluent districts, with those in high poverty schools having fewer credentials and less preparation. In contrast, the two teacher groups reported similar induction opportunities and gave themselves comparable ratings on both self-efficacy and in skillfulness in various work tasks. Teachers in high poverty districts also reported less desirable work conditions than their counterparts in more affluent districts. When compared to teachers in low poverty districts, those in less affluent districts viewed their principals and colleagues as less supportive, perceived less involvement in school decisions, reported having fewer materials, and indicated higher and more diverse caseloads. In contrast, the two teacher groups reported similar professional development and induction opportunities. Finally, logistic regression results suggest that problems with work manageability were negatively related to teacher commitment, whereas positive school support and good match between preparation and assignment positively influenced teachers' commitment. However, district level of poverty, district support, and perceived helpfulness of induction support were not significantly related to teachers' commitment. These studies draw attention to inequalities in the education of students with disabilities in high poverty districts; and emphasize the critical need not only to recruit and prepare qualified teachers for high poverty schools, but also to address disparities in work conditions. Policymakers and educational leaders concerned with fostering teachers' commitment should consider developing supportive work environments, involving teachers in decision making, and creating manageable work assignments. / Ph. D.

This phenomenological qualitative study involved 15 veteran K-6 public school teachers – each having taught a minimum of 24 years - from several districts in Southern California. It identified and examined what factors influenced the ongoing commitment and engagement of these teachers over the course of their careers. Factors mirrored the study’s theoretical framework and included: 1) the teacher’s challenges, 2) the teacher’s personal characteristics or attributes, and 3) the teacher’s professional life phases. A majority of the teachers interviewed spoke to the escalation of the environmental challenges they confronted while on the job, such as, student behavior, administrative and parental support, educational reform, work load, and instructional time constraints as well as individual factors, such as, family issues and personality. In particular, the increased aggressive misbehavior of some students along with an all-too-common lack of support from both parents and administrators left these teachers feeling disrespected, isolated, and even burnt-out at times. However, the study’s findings pointed to the affirmative power of the teachers’ personal characteristics – specifically, their passion for teaching and their students along with the teachers’ resilience – in helping them to combat the trying environmental and individual challenges they faced during the various professional life phases of their careers, and remain committed and engaged. Moreover, the study’s findings suggest that veteran teachers could benefit from recognition, growth, variety and interaction with colleagues in order to have a meaningful longevity in their careers as well as more robust support from both site and district administrators. The findings also recommend that teacher educators introduce their pre-service and beginning teachers to what it takes emotionally to stay committed and engaged in the profession in meaningful ways, thereby, giving these new teachers a deeper foundation of what being an effective and fulfilled teacher really entails.

Public education in America today is a product of more than a century of reform. Innovators of each era have attempted to transform the education system to match their ideals and beliefs. Educational reform efforts to improve learning for all students have been an issue of debate since the founding of America – seeking for equality and quality of education. The most recent educational initiative an emphasis on accountability via high-stakes tests, many schools are now branded as “failing” and requiring program improvement. As such, leaders search for reform models that will save their school from further sanctions. Of the plethora of scientifically-based reform models available to schools, one urban elementary school in southern California chose to adopt and implement the Core Knowledge Sequence to bring new life to their school. This study explores elements of school culture necessary for a school reform effort to thrive. Research has indicated that teachers who work in a supportive culture are committed, collaborative, and are able to participate in significant decision-making maintain their motivation and satisfaction in teaching – which is at the core of successful school reform (Huberman, 1993; Helsby & McCulloch, 1996). This case study explores the experiences of teachers at one elementary school as they initiate a reform effort using the Core Knowledge program. Core Knowledge is based on the premise that a grade-by-grade core of common learning is necessary to ensure a sound and fair elementary education. It is not a curriculum per say, but rather the specific content taught. This study examines faculty members’ perspectives on their school’s culture as they begin the implementation process of this program. In addition to learning about how each participant defines, describes, and experiences the school culture, efforts were made to determine how and in what ways certain strategies were utilized to change, maintain, or contribute to the development of the current school culture—through the lens of how teacher commitment, collaboration, and shared leadership influenced its reform efforts. Further, the impact of external stressors on school culture was explored with a focus on the challenges to maintain a positive work and learning environment. The data in this study provides insight that can help other schools undergoing a similar reform effort.