Thesis (Ph.D.)--Mississippi State University. Department of Leadership and Foundations. / Title from title screen. Includes bibliographical references.

High-stakes teacher evaluations (HSTEs) in public education influence millions of students and teachers across the U.S. Currently, there is a dearth of published quantitative research that shows the relation of HSTEs to teacher job satisfaction. The purpose of this quasiexperimental quantitative study was to determine if implementation of HSTEs in state of Hawaiʻi as part of the U.S. Department of Education's Race to the Top program initiative was related to teacher job satisfaction in public schools over time. A repeated measures analyses was conducted using archived teacher job satisfaction data from over 200 public schools in Hawaiʻi from 2009 to 2014, including data collected from 2 years before until 2 years after implementation of HSTEs. The theoretical framework used for the study was grounded in Herzberg's 2-factor theory of motivation. It was hypothesized that the implementation of HSTEs may have affected extrinsic hygiene factors such as wages, supervisory practices, and organizational policy relative to intrinsic motivational factors such as work achievement, recognition, and personal growth of teachers working in schools implementing the federal initiative. The most significant study finding was that both overall satisfaction and satisfaction with student achievement increased during the 2011-2012 implementation year and then fell below pre-implementation levels in the 2 years subsequent to implementation of HSTEs. This finding is discussed in the context of an increase in pay for public school teachers in Hawai'i during the post-implementation period. The results of this research may promote positive social change by highlighting the need for a focus on potential unintended consequences (i.e., possible negative effects on teacher job satisfaction) of federal education policies associated with HSTE systems.

No description available.

The purpose of this study was to determine whether a significant relationship existed between teacher attrition and student success in middle school reading by conducting a quantitative analysis. Additionally, the inclusion of school demographic characteristics were included in the model to consider previous findings referencing the challenges schools face in attracting and retaining teachers in low performing urban schools with high populations of economically disadvantaged and minority students. In this analysis, the relationship between teacher attrition and student achievement in middle school as measured by the State of Texas Assessments of Academic Readiness (STAAR) for reading among middle school students in Grades 6, 7, and 8, as reported on the Texas Academic Performance Reports (TAPR), were examined. The regression models used to analyze the three research questions addressed in the study include an examination of teacher attrition on campus pass rates, and grade level pass rates for sixth, seventh, and eighth grades as measured by the STAAR Reading assessment. The data utilized in this study were collected from seven North Texas middle schools in a fast growth school district together with their comparable campuses as identified by the Texas Education Agency for the school years 2013-2014 through 2015-2016. The results of the analysis indicate teacher attrition accounts for a significant variance in STAAR Reading pass rates among middle school students. Additionally, the school demographic characteristics defined as percentage economically disadvantaged, percentage English language learners, mobility rates, and percentage white students account for 83.4% of the variance in the average campus pass rates for STAAR Reading when combined.

L’abandon de la carrière chez les enseignants, généralement appelé l’attrition des enseignants dans les écrits scientifiques, a été l’objet de nombreuses études. La connaissance en est assez avancée dans certaines régions du monde, mais très peu de recherches ont étudié cette problématique au Québec. Ainsi, l’objectif principal de ce travail de recherche était d’identifier les facteurs de l’attrition des enseignants au Québec. L’objectif spécifique de cette recherche était d’observer comment ces facteurs influencent la perception des individus et amènent certains d’entre eux à prendre la décision de quitter. Dans le cadre de cette étude qualitative, 26 individus (16 femmes et 10 hommes) ayant récemment quitté l’enseignement ont été rencontrés. Dix participants ont exercé la profession enseignante au niveau primaire et 16 au niveau secondaire. Afin de recueillir les données, le chercheur a procédé à des entrevues de groupe semi-dirigées d’une durée de deux heures. Les résultats de cette étude indiquent que les facteurs qui influencent l’attrition des enseignants au Québec sont nombreux et variés. Ils sont surtout relatifs aux conditions d’exercice de la profession et les plus souvent mentionnés sont les difficultés liées à la gestion de classe, la précarité du travail, les difficultés dans les relations avec les collègues, la charge de travail et le peu de soutien offert par la direction. Le contexte social et la faible valorisation de la profession enseignante ont aussi été mentionnés. Par ailleurs, le chercheur a analysé la perception qu’avaient les participants de leur expérience de travail à l’aide de la théorie de l’autodétermination (Deci et Ryan, 2000). Les résultats de cette analyse suggèrent que les participants ne se sentaient pas en mesure de satisfaire leurs besoins psychologiques fondamentaux dans le cadre du travail enseignant. / Teachers’ attrition has been the subject of a large number of research in recent years. Researchers have extended the knowledge of this problem in many countries, however very few of them have studied the particularities of teachers’ attrition in Québec. The aim of this research was to identify the factors that seem to influence teachers’ attrition in Québec. More specifically, the present study aimed to observe how these factors seem to affect teachers’ perceptions of their working experience and lead some of them to quit teaching. This qualitative study examines the teaching experience of 26 individuals (16 females and 10 males) who have recently quit teaching. Ten of them taught elementary school and 16 taught at the high school level. Subjects were invited to partake in a two hour long focus group. The results show that the factors of attrition in Québec are numerous and varied. Most of them are relative to teachers’ working conditions, mostly classroom management difficulties, job insecurity, problematic relationships with colleagues, work overload and lack of support from the school principal. Unsupportive social context and lack of acknowledgement were also mentioned. Subjects’ perceptions toward their teaching experience were also analyzed using self-determination theory (Deci & Ryan, 2000). Results suggest that the subjects’ basic psychological needs where not satisfied through their teaching experience.

This research was aimed at investigating the management of teacher attrition in Sekgosese East Circuit. Teacher attrition is an on-going problem experienced by various countries, including South Africa. Although teacher attrition was always part of the departmental policy of age retirement, schools suffer as a result of it. In this study, ‘attrition’ refers to the number of teachers leaving the profession due to resignation, retirement, death, medical incapacity and retrenchment for operational reasons. Teacher attrition is regarded as a voluntary, involuntary and a continuous phenomenon. The current study focused on answering questions based on the nature of teacher attrition, the causes of attrition, the effects of attrition on learners, staying teachers and management, how attrition was managed by principals as well as the statutory bodies that may be involved in retaining teachers. The study used the qualitative method to investigate the management of teacher attrition in schools. The qualitative method was selected because it deals with participants in their natural setting, which was exactly what was done in this study. Both convenient and snowball sampling were used to sample six principals in the area under study. Semi-structured interviews were used to collect data from the participants in their natural setting. The interviews were recorded and later transcribed, analysed and categorised into themes. The findings revealed that teacher attrition in Sekgosese East Circuit occurs in the form of death, retirement and resignation. Teachers resign due to a number of reasons. It was found that resignation occurred as a result of the low salaries they are paid, loans which accumulated into more debts and because teachers seek greener pastures. The findings revealed that attrition was detrimental to learners’ performance. In schools that were affected by teacher attrition, learners spent three to four months without a teacher due to the slow pace of the Department of Education in replacing teachers. Principals revealed that they liaise with the Department of Education for replacement of teachers. Principals also revealed that attrition is not good for them as school managers. They rely on sourcing teachers from elsewhere and overloading remaining teachers who even have to teach those subjects in which they did not specialise. The recommendation was that the Department of Education speed up the replacement of teachers by introducing on-line application for resignation or retirement so that the two processes may run concurrently. / Educational Management and Leadership / M. Ed. (Education Management)

University of Macau / Faculty of Education

L’abandon de la carrière chez les enseignants, généralement appelé l’attrition des enseignants dans les écrits scientifiques, a été l’objet de nombreuses études. La connaissance en est assez avancée dans certaines régions du monde, mais très peu de recherches ont étudié cette problématique au Québec. Ainsi, l’objectif principal de ce travail de recherche était d’identifier les facteurs de l’attrition des enseignants au Québec. L’objectif spécifique de cette recherche était d’observer comment ces facteurs influencent la perception des individus et amènent certains d’entre eux à prendre la décision de quitter. Dans le cadre de cette étude qualitative, 26 individus (16 femmes et 10 hommes) ayant récemment quitté l’enseignement ont été rencontrés. Dix participants ont exercé la profession enseignante au niveau primaire et 16 au niveau secondaire. Afin de recueillir les données, le chercheur a procédé à des entrevues de groupe semi-dirigées d’une durée de deux heures. Les résultats de cette étude indiquent que les facteurs qui influencent l’attrition des enseignants au Québec sont nombreux et variés. Ils sont surtout relatifs aux conditions d’exercice de la profession et les plus souvent mentionnés sont les difficultés liées à la gestion de classe, la précarité du travail, les difficultés dans les relations avec les collègues, la charge de travail et le peu de soutien offert par la direction. Le contexte social et la faible valorisation de la profession enseignante ont aussi été mentionnés. Par ailleurs, le chercheur a analysé la perception qu’avaient les participants de leur expérience de travail à l’aide de la théorie de l’autodétermination (Deci et Ryan, 2000). Les résultats de cette analyse suggèrent que les participants ne se sentaient pas en mesure de satisfaire leurs besoins psychologiques fondamentaux dans le cadre du travail enseignant. / Teachers’ attrition has been the subject of a large number of research in recent years. Researchers have extended the knowledge of this problem in many countries, however very few of them have studied the particularities of teachers’ attrition in Québec. The aim of this research was to identify the factors that seem to influence teachers’ attrition in Québec. More specifically, the present study aimed to observe how these factors seem to affect teachers’ perceptions of their working experience and lead some of them to quit teaching. This qualitative study examines the teaching experience of 26 individuals (16 females and 10 males) who have recently quit teaching. Ten of them taught elementary school and 16 taught at the high school level. Subjects were invited to partake in a two hour long focus group. The results show that the factors of attrition in Québec are numerous and varied. Most of them are relative to teachers’ working conditions, mostly classroom management difficulties, job insecurity, problematic relationships with colleagues, work overload and lack of support from the school principal. Unsupportive social context and lack of acknowledgement were also mentioned. Subjects’ perceptions toward their teaching experience were also analyzed using self-determination theory (Deci & Ryan, 2000). Results suggest that the subjects’ basic psychological needs where not satisfied through their teaching experience.

Made available in DSpace on 2016-08-02T21:43:02Z (GMT). No. of bitstreams: 1 Paulo Matui.pdf: 541945 bytes, checksum: 5529afd4c3f965c177fc782f47dd63f4 (MD5) Previous issue date: 2011-02-10 / This research examines teacher turnover as a dependent variable of the context in which PPGAs analyzed are embedded. Therefore, we adopted the methodology of Multiple Case Study with bias in social networks. It is considered that the regulatory decisions of CAPES and symbols such as statutes, rules and canons of the cases examined in this study, influence decisions to dismiss. We found evidence that it is the belief in a labor turnover as emerging practice in the field of HEIs (High Education Institutions) confessional (UMESP, PUC/SP and UPM) as a resource to adapt to the changes proposed by CAPES. To this end, in order to produce improvements in scientific productivity and fit the criteria for evaluation of CAPES, the coordinators of PPGA-Ego attach to another teacher turnover PPGA-Alter the main success factor of PPGA-Alter. The evidences are based on inter-subjectivity between different programs coordinators of the examined cases, so the labor turnover may be dependent on the context and it is not at random phenomenon or even atomistic. This work also contributes to the suggestion of future work, for example, dysfunctional turnover and other described at the end. In all three cases - PPGA UMESP, UPM and PPGA PPGA PUC-SP - occurred teacher mobility for state and private institutions, which the coordinators interviewed represent an unfavorable change in some respect for the teachers who resigned. In this sense is now required a specific job, possibly an empirical evaluation based on the constructs of intention to resign based on studies of Organizational Behavior or I/O Psychology (Industrial and Organizational Psychology) Congruence and Person-Organization (Argyris, 1973 , Kristoff, 1996), Models RH (ARTHUR, 1982; Mobley, 1982; BAUM, 1993), Steers and Mowday model and others. However contextualized and structured. / Esta pesquisa analisa a rotatividade docente como uma variável dependente do contexto em que os PPGAs (Programas de Pós-Graduação em Administração) analisados estão imersos. Portanto, foi adotada a Metodologia de Estudo de Casos Múltiplos com viés em redes sociais. Considera-se que as deliberações regulatórias da CAPES (Coordenação de Aperfeiçoamento de Pessoal de Nível Superior) e símbolos tais como estatutos, regimentos e cânones dos casos analisados neste estudo, influenciam as decisões de demitir. Foram encontrados indícios de que se trata da crença em uma rotatividade funcional como prática emergente no campo das IESs confessionais (UMESP, PUC/SP e UPM) como um recurso para adaptar-se às mudanças propostas pela CAPES. Para tal, com objetivo de produzir melhoras na produtividade científica e enquadrar-se aos critérios de avaliação da CAPES, os coordenadores de PPGA-Ego atribuem à rotatividade docente em outro PPGA-Alter como principal fator de sucesso do PPGA-Alter. As evidências encontradas se fundamentam na inter-subjetividade entre coordenadores de distintos programas dos casos analisados, portanto a rotatividade funcional pode ser dependente do contexto e não se trata de em fenômeno aleatório ou mesmo atomístico. O presente trabalho também contribui para a sugestão de futuros trabalhos, como por exemplo, a rotatividade disfuncional além de outros descritos no final. Em todos os três casos PPGA UMESP, PPGA UPM e PPGA PUC-SP ocorreu mobilidade docente para instituições estatais e particulares, que segundo os coordenadores entrevistados representava um movimento desfavorável sob algum aspecto para os docentes que se demitiram. Neste sentido passa a ser necessário um trabalho específico, eventualmente uma avaliação empírica com base nos constructos de intenção em demitir-se fundamentada nos estudos de Comportamento Organizacional ou Psicologia I/O (Industrial e Organizacional) como Congruência Pessoa-Organização (ARGYRIS, 1973, KRISTOFF, 1996), Modelos de RH (ARTHUR, 1982; MOBLEY, 1982; BAUM, 1993), Modelo Steers e Mowday e outros. Porém contextualizado e estruturado.

As the United States faces a critical teacher shortage, it is important to examine all factors that may contribute to the revolving door of teacher attrition. This study explored the climate of elementary schools to determine if there was a correlation between teacher attrition and school organizational climate. Three basic research questions were addressed: 1) Is there a relationship between school organizational climate and teacher attrition? 2) Is a change in campus leadership related to school organizational climate? 3) Is there a relationship between a change in campus leadership and teacher attrition? Thirty-seven elementary schools were examined in terms of their individual teacher attrition rates and their climate survey scores. The data utilized in this study came from one school district's climate survey and teacher attrition rates for the 2000-2001 school year. The findings of this study indicate that factors of organizational climate may predict teacher attrition rates. Specifically, instructiona support may be related to teacher attrition. Major components of instructional support include principal behaviors, respect for teaching and learning, and communication with administrators. Teacher attrition was not related to principal experience. Also, principal experience was not related to factors of school organizational climate.