<p> There is a developing body of research suggesting low job satisfaction among teachers can lead to potential consequences for educators, students, and school districts (Darling-Hammond, 2010; Ladebo, 2005; Sarnek, Musser, Caskey, Olsen &amp; Green, 2006; Wu &amp; Short, 1996). There is also a growing concern about the number of teachers who are going to be retire soon; this loss of experienced teachers may impact student learning. Recent research (NYSED, 2010; NCTAF, 2003) supports an assumption that job satisfaction is a major factor to increase retention of teachers; however, there is a need for more research in this area. As school districts experience teacher shortages, there is an increased need to recruit, hire, and retain highly effective teachers because of either teachers leaving the profession early or because of retirement. The purpose of this study was to examine the level of job satisfaction among middle school teachers employed at 13 middle schools in an urban school district, as well as to identify factors associated with teacher job satisfaction. The study considered workforce and policy issues which may be leading to highly effective teachers leaving the profession early, therefore impacting student achievement. Data were gathered utilizing the Job Satisfaction Survey (JSS), created by Dr. Paul Spector (1985). The JSS assesses job satisfaction in nine subscales that include pay, promotion, supervision, nature of work, operating conditions, coworkers, communication, fringe benefits, and contingent rewards. These nine subscales are classified as either extrinsic or intrinsic factors of job satisfaction. Additional survey questions provided demographic data in categories including age, gender, highest level of education, subject matter taught, years to retirement, salary, total years of teaching experiences and the number of schools in which the teacher had been employed. </p><p> Overall results suggest that differences among the various teacher groups were associated with extrinsic motivation rather than intrinsic motivation. For example, the youngest group of teachers scored higher on extrinsic motivation than did the oldest group of teachers. When significant group differences were found, these differences tended to be associated with the variables Fringe Benefits, Promotion, and Total Extrinsic Motivation. In addition, the group of teachers with the most experience scored lower on Extrinsic Motivation than did the group of teacher with less experience. For many of the various groupings of teachers, the comparisons were not significant. That is, the characteristics of the groups were not associated with differences in measures of motivation. In many instances, there were not significant differences across groups based on the overall Intrinsic Motivation and Extrinsic Motivation; however, differences were apparent on the individual subscales of the JSS. In general, the Extrinsic constructs were more important to younger teachers than were these same constructs were to more veteran teachers. </p><p> A comparison of the responses of the teachers in this study to the response published by Spector was conducted for each subscale and for total assessment score. Thus, a total of ten comparisons between the results for the study sample and the teacher norms provided by Spector were conducted. Seven of these comparisons were significant: Pay, Promotion, Supervision, Working Conditions, Coworkers, Communication, and Total Score. In six of these comparisons of the means, the sample means were higher than the norm means; only Working Conditions were less important to the sample than to the comparison group. That is, for teachers in the study sample, these measures from the JSS were more important than for the teachers in the comparison group. </p><p> The open-ended responses provided meaningful insight into teacher motivation with specific respect to &ldquo;compelling reasons to stay in a school.&rdquo; Compensation was a significant theme that surfaced during the analysis; however, issues related to compensation are part of negotiations between the teachers&rsquo; union and the school district. Therefore, this area is mostly beyond the control of a building level school administrator. The other significant themes were Teachers Value Support, Character of My Work, Importance of Students, and Need for Respect. These themes are not independent but each of these themes is subject to influence from within the school. </p><p> The parallel studies conducted by both Cui-Callahan (2012) and Bumgartner (2013), mirrored the results found in this study. Specifically, all three studies showed teacher respondents scored higher in Intrinsic job satisfaction than Extrinsic job satisfaction. </p><p> Finally, using the results from this research will help to inform other districts with information on what job satisfaction factors are important to teachers. It is notable that overall teachers scored higher at all levels with intrinsic motivational factors, but that younger, less experienced teachers rated extrinsic motivational factors higher. This will help school boards, district level administration, and building principals to be better informed as to demographics of teachers and how to best target job satisfaction type incentives to better recruit and retain teachers. In this era of teacher shortages, it can only benefit districts to have as much information and data as possible to attract teachers and to reduce teacher turnover costs.</p>

<p> Research indicates that teachers benefit from education coursework in their preparation that provides opportunities to develop and practice pedagogical understandings (Darling-Hammond, 2000, 2006). Research also indicates that opportunities to enact learning from coursework are beneficial in teacher efficacy development within teacher preparation (Tschannen-Moran, 2007). Therefore, teacher education programs need to examine their structures and practices in an effort to provide the opportunities to enact their coursework to develop teachers&rsquo; pedagogical understandings and teacher efficacy. What needs to be better understood are the actual structures and strategies within the communities of practice that provide and encourage opportunities for growth of teacher efficacy for pre-service teachers. A case study methodology was used to explore the structures and strategies that pre-service teachers identified as contributing to the development of teacher efficacy within the collaborative cohort during the fall 2015 semester in a teacher education preparation program located in the Rocky Mountain West. </p><p> The findings suggest that (a) school communities matter as a context for pre-service teacher efficacy development, (b) purposeful, aligned, situated learning experiences which bridge course and field work contribute to efficacy development, and (c) a mindset of continual professional growth within practice develops confidence.</p>

<p> With the start of every school year, new teachers enter classrooms across our country filled with excitement surrounding the impact they hope to have on students. Some teachers discover that teaching at the elementary level can often times involve more than teaching and loving children. The expectations, demands, and time constraints put on new teachers can become overwhelming and even lead some to leave the field of education early on in their career. </p><p> In regards to the teacher attrition rate, this study identified reasons why so many aspiring and newly employed elementary teachers leave their chosen profession so early in the game. The research also identified factors that encourage new teachers to remain in the classroom. </p><p> This active research focused on students enrolled at or recently graduated from the Lindenwood University Education Program in St. Charles, Missouri. The researcher studied soon to be and newly hired teachers in order to identify connections or disconnects between the perceptions of becoming a teacher as compared to the reality of the actual job. The qualitative study, over a span of three years, analyzed the results of both surveys and interviews that were developed by the researcher. Findings focused on teacher frustration and satisfaction in respect to both university preparation and school/district support. </p><p> The key areas that called for attention by beginning teachers included: 1) the need for more time to plan, communicate, handle additional responsibilities, and learn curriculum and resources, 2) the need for support including a mentor and grade level team to collaborate with along with a principal to connect with, 3) more training on how to teach and support special needs students and implement accommodations, 4) encouragement to overcome a dissolving sense of self-fulfillment, and 5) the need for strategies to efficiently handle responsibilities beyond teaching curriculum that take time from teaching such as supervision, meetings, parent communications, and more. Recommendations call for, first and foremost, ways to provide more time for dedicated new teachers to do the job well.</p>

<p> With the recent adoption of the Next Generation Science Standards in Oregon, there is a great need for teachers to be trained to effectively implement the three dimensions of the Next Generation Science Standards (NGSS) in their teaching. Time and location are the largest constraining factors that affect teacher participation in professional development trainings. To address this constraint, Tryon Creek State Park offered a NGSS professional development training opportunity for teachers that was integrated within a field trip that they took their students on. Before the field trip, teachers were introduced to the NGSS through a set of NGSS pre-field trip materials which informed them about the NGSS and how aspects of it would be integrated into their students&rsquo; field trip. Teachers accompanied their students on a two-hour long field trip at Tryon Creek State Park where teachers observed nature guides model NGSS-aligned activities for the students. My research aimed to answer the following question: How will an informal science education program at Tryon Creek State Park affect K-2 teachers&rsquo; awareness of the Next Generation Science Standards? Outcomes were measured through a pre/post retrospective survey and follow-up interviews. On the survey teachers reported little awareness of the three dimensions of the NGSS and very few of the teachers increased their understanding after the treatment. On the other hand, most had a high level of awareness and confidence in teaching factual information supporting the NGSS prior to treatment, resulting in a ceiling effect. Interviews suggested that few teachers read the materials sent in advance of the field trip, but teachers who did read the materials indicated increases in understanding of the NGSS. During the field trip several of the nature guides were effective in modeling science and engineering practices. These findings suggest that this method of professional development is promising, but needs further refinement.</p>

<p> This autoethnography of my lived experiences as a middle-school service-learning course teacher has helped me solve a personal mystery and present an important perspective for the K-12 service-learning field. With an eye on revealing a unique service-learning classroom concept to educational leaders, enhancing middle level teacher education, and hopes of providing greater opportunities for advancing research on service learning in K-12 education, this study has also aided me in understanding my professional self and my subjective educational theory through a personal interpretive framework (Kelchtermans, 1993, 1999, 2009). Using autoethnography (Ellis, 2004; Ellis &amp; Bochner, 2006) as a method to explore my own experiences as a middle school service-learning teacher and the perceptions of critical friends&mdash;colleagues, family members, and friends&mdash;who have been significant in my experiences, I am able to present an evocative personal narrative on what it means to be a service-learning teacher. Overarching findings from this study reveal that a middle grades service-learning teacher is a self-authored individual (Baxter Magolda, 1999, 2009; Kegan, 1994) who is committed to community-engaged education (Dewey, 1900, 1933), possesses a strong &ldquo;I must&rdquo; (Noddings, 2002b, p. 20) perspective on relational care, and are for development in servant leadership (Greenleaf, 1977; Sergiovanni, 1992; Bowman, 2005)</p>

<p> The current recommendation by The American Council on the Teaching of Foreign Languages (ACTFL) is that communication in the target language should comprise at least 90% of instructional time in the second language classroom (ACTFL, 2012). This constructivist mixedmethod study contributes to the literature on the oral skills of practicing high school teachers and the oral skills training they receive in teacher preparation programs. Data for the study were collected in two phases, from nine face-to-face interviews, and from electronic survey respondents. Surveys were sent out to two hundred four teachers and responses were received from sixty-eight. </p><p> Identified themes that emerged from interview participants&rsquo; experiences were: 1) use of target language vs. English in class, 2) challenges target language teaching presented for teachers, and 3) teachers&rsquo; responses to these challenges. A twenty-one question electronic survey was created based upon these themes and sent out state-wide to high school Spanish teachers. </p><p> In a significant finding, while participants indicated an overall feeling of being sufficiently proficient in their own oral skills and supporting use of the target language as much as possible in classroom activities, slightly more than one-half of teachers surveyed reported they were not adequately prepared to teach in a Standards-based curriculum which emphasizes the use of target language. Findings also indicated that consideration should be given to providing additional professional development opportunities regarding knowledge of and implementation of the Standards, as well as creation of further opportunities for target language maintenance for currently practicing teachers and additional opportunities for pre-service teachers in their university programs to improve their oral proficiency. In addition, this study revealed that, in this state, the taking and passing of the Oral Proficiency Interview or not needing to do so did not significantly impact the amount of target language used in class by teachers or student. Regarding length of teaching career and use of Spanish in class, this study showed a higher use of the target language by both teachers newer to the profession and those more senior teachers with less Spanish use in class reported by teachers who had been teaching between six and ten years. </p><p> Suggestions for future research were offered such as expanding studies to include middle school and elementary school levels, conducting similar studies with teachers of other languages than Spanish, and investigating other state&rsquo;s teachers&rsquo; perspectives. Further data could provide more in-depth insights if the amounts of target language spoken for the various purposes were broken out into percentages by each level of language taught by instructors.</p><p>

<p> The purpose of this quantitative study was to compare the perception of teacher self-efficacy of traditionally and alternatively certified teachers in a suburban school district with a graduation rate of 99%. A school district with a graduation rate of 99% is worthy of further study to see if there is a statistical difference in the self-efficacy of its professional staff who are traditionally and alternatively certified. Through a study on licensure and worker quality comparing alternative routes to traditional teacher routes, alternatively certified teachers have stronger pre-service qualifications than do traditionally prepared teachers with the least restrictive alternative pathway attracting the most qualified teachers (Sass, 2014). Teacher quality and effectiveness have been studied to determine their relationship to and impact on student achievement. The researcher surveyed 82 teachers who were certified through traditional teacher preparation programs and through alternative preparation programs. The results of the this study did not show a significant difference in the teacher self-efficacy of traditionally and alternatively certified teachers nor did it show a statistical difference in the Teacher Self-Efficacy Scale (TSES) score of those with three or more years of experience and who had previous work experience with children and adolescents. The researcher used two surveys to gather data&mdash;a demographic survey created by Thompson (2003) and the TSES, a Likert-type scale, created by Schwarzer, Schmidtz, and Daytner in 1999. The TSES identifies jobs skills and groups in four major areas: (a) job accomplishment, (b) skill development on the job, (c) social interaction with students, parents, and colleagues, and (d) coping with job stress (Schwarzer, 1998; Schwarzer et al., 1999).</p><p> Keywords: self-efficacy, traditionally certified, alternatively certified. </p>

<p> The purpose of this research was to determine the effectiveness of a teacher training program in distance education (EAD) offered in a private institution of a higher education system located south of Puerto Rico. In order to achieve the objectives, the research was carried out with the application of Stufflebeam CIPP Model for program evaluation, specially focused on process and product phases.</p><p> The sample was composed of professors who participated in the Training Program. These participants were given a questionnaire designed for this research and related to the two stages: process, product and effectiveness of the program, as well as their satisfaction on aspects related to the training received. A Likert scale was used to identify the responses.</p><p> The research was framed in a quantitative and non-experimental methodology that was based around three research questions. The data obtained with the administration of the questionnaire were analyzed through the program SPSS 21. These data were analyzed and calculated through the descriptive statistics with the calculation of the frequency measurements.</p><p> After analyzing the data obtained and based on the results obtained and reported the highest percentages in the scale of "Totally agree" and "Agreed" it was shown that in the opinion of the participants, the training program for the teacher training in DE is effective with respect to the purpose of their design and participants are satisfied with the training received. The data collected in this study may support educational institutions to design training programs for professional development.</p>

<p> This qualitative descriptive study explored the experiences of three Kuwaiti pre-service teachers with guided reflection and the extent to which video technology facilitates reflection. The data sources were semi-structured and video-elicited interviews, field notes, and researcher reflective journals. The study was guided by two research questions: In what ways does video elicitation facilitate Kuwaiti pre-service teachers&rsquo; reflections? What do Kuwaiti pre-service teachers reflect about? I used Rogoff&rsquo;s Sociocultural Theory (2003; 1995) as my conceptual lens for this study which stresses the importance of cultural contexts in all areas of education. I developed a concept I call &ldquo;third-eye&rdquo; thinking to define a multifaceted approach to education and reflection. I also developed a concept I call &ldquo;cultural spheres of influence&rdquo; to describe the multitude of cultural influences that shape individuals and groups in unique ways. This study also depended on guided reflection to complement the process of video elicitation. The findings of my study indicated that video elicitation provided concrete material as a basis for reflection. My findings showed that Kuwaiti early childhood pre-service teachers reflected on various topics including: teaching tools and materials, strategies and techniques, everyday problems and challenges, classroom dynamics and management, and evaluators and the evaluation process. This research contributes to the existing body of literature by giving reflection a new culturally-rooted definition based on its application by Kuwaiti pre-service teachers and through a careful consideration of the cultural spheres of influences that shaped who the participants were and what they brought to the reflective process. </p>

<p> The current qualitative study focused on understanding the process of learning to teach. Using interviews of teacher educators, the study explored the importance of a set of teaching activities developed as part of the Teacher Self Efficacy Survey (Tschannen-Moran &amp; Woolfolk Hoy, 2001) as well as the inclusion of instructional and assessment strategies for the teaching activities and the quality of beginning teacher performance of the activities. </p><p> Data were collected from interviews of 15 teacher educators. A process of open, axial, and substantive coding was applied to the data to inductively identify and categorize data relevant to the purpose of the study and to allow comparisons among and between categories. </p><p> Findings suggested that teaching activities are critically important to and a comprehensive description of effective teaching, and that beginning teachers struggle with differentiation and applying their learning to their practice. Further, findings suggested that the source of beginning teacher struggles was found within the teacher education program, within school contexts, and between the two institutions. In addition, findings suggested that beginning teachers perform the student engagement activities and those related to instructional strategies more proficiently than classroom management activities, and that all three teaching activity categories were included in the curriculum, but to different degrees and not all as part of curriculum design. A variety of pedagogies were used to prepare preservice teachers; however, there was no reported knowledge of assessment instruments used to measure preservice teachers&rsquo; readiness for teaching and to obtain data on the performance of their graduates. Lastly, this study revealed that teacher education program leaders were reluctant to participate in a study that sought to draw direct connections between the skills taught in the program and how well beginning teachers perform them. </p><p> Based on the findings, the researcher recommends further studies to determine the viability of the teaching activities as a comprehensive and accurate definition of effective teaching. Further the researcher recommends that teacher education programs and school districts adopt the teaching activities as a consistent framework for providing preservice education, for setting school district expectations, and for conducting teacher evaluations.</p>