The NYC Teaching Fellows (NYCTF) program, as the nation’s largest alternative certification program, aims to provide high-needs NYC public schools with highly qualified teachers in such hard-to-staff areas as math, science, and special education. Reports of NYCTF teacher retention are mixed; The New Teacher Project (TNTP) claims high retention rates, but other research indicates that fellow recruits have lower retention rates than other teachers in similar NYC schools – only Teach for America (TFA) exhibits higher attrition (Boyd et al., 2006). After scrutinizing these contrary claims, this paper examines the retention of a recent cohort of approximately 300 Mathematics Teaching Fellows (MTFs) in the NYCTF program, examining MTF’s early attrition, movements from school to school in the NYC system, and professional plans for the future. We also include findings on teacher induction, school leadership, and school context that affect MTF retention.

The purpose of this empirical study was to establish how school managers address the problem of teacher attrition in public secondary schools in Zambia with a view of developing strategies that may be used to reduce teacher attrition in schools. The objectives of the study were to examine how teacher attrition affects the functioning of public secondary schools; find out which factors influence teacher attrition in public secondary schools; and determine and describe which measures are used to sustain teacher retention in public secondary schools. The study adopted a case study design employing mainly the qualitative approach of data collection and analysis. However, quantitative methods of data collection and analysis were also employed to a lesser extent to complement the qualitative aspect. The data were collected through interviews and questionnaires. The sample consisted of 33 participants comprising 30 school managers and three (3) district education board Secretaries from Chongwe, Lusaka and Kafue Districts of Lusaka province. The qualitative data were analysed using thematic analysis while the quantitative data were analysed using the Statistical Package for Social Sciences (SPSS) Version 20 to generate descriptive statistics. The findings revealed that teacher attrition positively correlates to poor staffing levels and poor student achievement (r=0.812). The study further established factors influencing teacher attrition in public secondary schools as being poor working conditions, lack of administrative support, low salaries, low social status accorded to teachers and lack of continuous professional development were among the major causes of teacher attrition. In terms of measures used by school managers in addressing the issue of teacher attrition, these include: high salaries, reduced workload, adequate administrative support, fair promotion and fair treatment, participatory decision making, and creating a positive school climate. Basing on the study findings, the following recommendations are made; that school managers should coordinate organisation climate, that is, they should start with transformation of their individual school’s organisational climate in order to create an enabling atmosphere which reduces teacher attrition. School managers should effect strategies for teacher retention through continuous professional development; they should ensure that all programmes and activities aim at addressing the actual continuous professional development needs of the teachers. School managers should apply sufficient school management support. The MoE provide explicit preparation for school managers by providing and showing them the significance of managing teacher attrition. / Educational Management and Leadership / D. Ed. (Education Management)

This qualitative multiple case study aims to describe the experiences of two Black women who chose to leave the classroom and transition to other roles within the field of education. Using metaphorical analysis, this study employed the four-capital theoretical framework. This framework connects human capital, structural capital, social capital, and positive psychological capital as factors related to teacher attrition and retention. This study illustrates how the participants' experiences fit into the four-capital theoretical framework and highlights the metaphors the participants use to describe their transition. The researcher conducted two semi-structured open-ended interviews in which the participants were asked to describe their experiences in the classroom as well as their experiences in their new positions. The researcher analyzed the metaphors used by the participants and categorized their responses based on the four capitals. The identified metaphors offered a vivid description of the participants' experiences. The results indicated that although the experiences of the participants are similar to those found throughout the literature, the four-capital theory helps describe their experiences more holistically. Rather than having isolated reasons for leaving the classroom, the attrition of the participants can be explained by examining the interconnectedness of the various capitals. These findings suggest that teacher retention and attrition be studied by looking at a variety of causes as opposed to isolated factors.

The NYC Teaching Fellows (NYCTF) program, as the nation’s largest alternative certification program, aims to provide high-needs NYC public schools with highly qualified teachers in such hard-to-staff areas as math, science, and special education. Reports of NYCTF teacher retention are mixed; The New Teacher Project (TNTP) claims high retention rates, but other research indicates that fellow recruits have lower retention rates than other teachers in similar NYC schools – only Teach for America (TFA) exhibits higher attrition (Boyd et al., 2006). After scrutinizing these contrary claims, this paper examines the retention of a recent cohort of approximately 300 Mathematics Teaching Fellows (MTFs) in the NYCTF program, examining MTF’s early attrition, movements from school to school in the NYC system, and professional plans for the future. We also include findings on teacher induction, school leadership, and school context that affect MTF retention.

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A phenomenological approach was used to identify contributing factors and common trends related teacher attrition by conducting interviews with teachers who decided to exit a North Carolina School District located in Western North Carolina. A qualitative approach allowed the researcher to gain valuable insight into the decision-making process of the 15 research participants. Data collection involved conducting one on one telephone interviews with participants by asking a series of open-ended questions that allowed for probing and follow-up questions. Analysis of researcher notes, evaluation of textual data produced by interviews, and observations allowed the qualitative investigator to identify emerging themes and patterns to answer the research questions. Family, spouse, job opportunity, money, and relocation were identified as contributing factors in the decision-making process of research participants to leave the North Carolina School district. Suggestions for future research include researchers working with school districts to develop an exit interview in the form of a quantitative research design to identify emerging themes and patterns related to teacher attrition. This will allow for the quick collection of data, and researchers will be able to conduct statistical analysis in a timely manner.

International teacher migration has emerged as one of the key policy challenges confronting many countries, particularly in Southern Africa, with Botswana, South Africa and Zambia experiencing variable degrees of the cross-border movement of teachers. The aim of this research was to develop a strategy for managing teacher migration in Southern Africa, and balancing the right of individual teachers to migrate internationally, while protecting the integrity of vulnerable education systems and their human resources. The research comprised a literature review and an empirical study based on a mixed-methods research design combining the quantitative and qualitative research approaches. The literature study examined international teacher migration, including its main concepts, theories, causes and effects, while the empirical study assessed the statistical scope of teacher migration in Southern Africa (Botswana, South Africa and Zambia), its causes, effects, and management. A self-administered questionnaire was used to gather quantitative data from education officials, school principals and migrant teachers, while personal in-depth interviews were used to elicit complementary qualitative data from some experts on migration, education officials, teacher union leaders, school principals and migrant teachers. The results of the study revealed that teacher migration statistics and data were generally patchy and incomplete in Southern Africa; that international teacher migration in the region was driven by three main causes related to economic, political and salary conditions; and that teacher migration had both positive and negative effects on the education systems of Southern African countries, migrant teachers and their families. The findings further revealed that improving the management of teacher migration in Southern Africa required a systematic and coordinated approach involving sending and receiving countries, with reference to a common policy and legal framework supported by comprehensive teacher migration data. In this regard, and based on the identification of key principles and guidelines for teacher migration management, a model is proposed for the viable management of teacher migration in the Southern African region. / Educational Leadership and Management / D. Ed. (Education Management)

The demand for highly qualified teachers is well documented, yet numerous stressors influence educators to leave their positions. The guiding question for this study was: Is there a relationship between perceived principal leadership behavior and the stress experienced by the novice secondary teacher? The target population was novice teachers in Louisiana. The purposive sample was delimited to novice secondary teachers having six semesters of teaching experience or less in grades 6 through 12. The ten largest parishes in Louisiana were selected to sample. Four of the ten parishes granted permission to survey novice secondary teachers. The Leader Behavior Description Questionnaire, Form XII (Stogdill, 1963) was used to determine the perception of principal leadership in two dimensions: consideration behavior and initiation of structure behavior. The Teacher Stress Inventory (Fimian, 1988) was used to collect demographic data on the participants and to determine a composite stress score from five sources of stress and five manifestations of stress. The statistical analyses included stepwise multiple regression and one-way ANOVA. Data were analyzed with the Statistical Package for the Social Science Version16.0 (SPSS). Time management, along with discipline and motivation, were the top two sources of stress for novice teachers. Fatigue manifestation and emotional manifestation were the most conspicuous manifestations of stress. These results reflect relevant issues facing the contemporary teacher. Professional investment, the diminished autonomy teachers experience when the locus of control is external to the classroom, was the single most reliable source of stress to predict both initiating structure and consideration leadership behavior. Emotional manifestation was the single most reliable manifestation of stress to predict initiating structure xiv and consideration leadership behavior. No significant relationship was found between the demographic and organizational variables and stress in the novice secondary teacher. Principal leadership is a potential predictor of teacher retention. Thus, the findings of this study have implications for three specific areas: programs of support for new teachers, preparation and training of principal leadership, and policies that are critical for the successful principal.

本研究旨在探討學校設施品質與教育成果之關係，以臺灣區公立普通高級中學共計127所學校為研究對象，並依各縣（市）行政區的國立和縣（市）立校數比例，分層抽取74所學校作為研究樣本。 本研究的自變項為學校設施品質。依變項為教育成果，包括教師態度、教師異動行為、學生態度、學生偏差行為和學生學業成就。控制變項為學生基礎學力和社經地位。為蒐集相關資料，本研究自編「學校設施品質與師生態度問卷」，以教師為問卷填答對象，總共發出問卷888份，回收772份，回收率為86.94%。另編製「教師異動情形、學生家庭經濟狀況及學生紀律行為調查表」，以校長為調查對象，總共發出調查表74份，回收67份，回收率為90.54%。學生學業成就係以各校參加大考中心辦理之學科能力測驗平均成績的原始級分，轉換為20級參照等級作為代表。 本研究主要目的在了解臺灣區公立普通高級中學學校設施品質現況，以及學校設施品質與教師組織承諾、教師異動行為、學生學習態度、學生偏差行為和學生學業成就的關係，並試圖建立學校設施品質與教育成果關係模式。研究者使用SPSS for Windows 18.0版和LISREL 8.52版，進行描述性統計、相關分析、變異數分析和因果路徑分析等統計分析，獲得結論如下： 一、臺灣區公立普通高中的學校設施品質屬於中高程度，校際之間有落差。 二、「學校類型」、「學校轄屬」、「學生性別偏向」、「學校規模」和「學校密度」等背景變項，對於學校設施品質有所影響。「學校密度」最能反映學校設施品質。 三、學校設施品質與教師的組織承諾呈中度正相關。「舒適的教室環境」、「充足的E化設備」和「完善的建築機能」等學校設施品質因素能有效預測教師的組織承諾。 四、學校設施品質與學生的學習態度呈中度正相關。「舒適的教室環境」、「良好的設施維護」和「完善的建築機能」等學校設施品質因素，能有效預測學生的學習態度。 五、學校設施品質與學生偏差行為呈低度負相關。學校在「完善的建築機能」表現愈好，學生偏差行為就愈少。 六、學校設施品質與學生學業成就呈低度正相關，「多元的學習空間」能有效預測學生學業成就。 七、在學生學業成就上，學校設施品質對於基礎學力低的學校比基礎學力高者，有更大的正面影響力。 八、學校設施品質對於學生學業成就的影響來自間接效果，由「教師態度」、「學生態度」和「學生偏差行為」扮演中介的角色。 九、學校設施品質與教育成果關係的實證模式經驗證確立，學校背景變項影響學校設施品質，學校設施品質直接影響教師態度和學生態度，並以間接方式影響學生行為和學生學業成就。 最後，依據研究結論提出建議，供作學校設施規劃設計、教育決策者政策制定及未來研究之參考。 / The purpose of this study was to explore the relationship between the quality of school facilities and educational outcomes. The quality of school facilities is measured using five elements, viz. comfortable classroom, facilities maintenance, IT equipment, multiple learning spaces, and architecture functions. The population of this study was 127 public senior high schools in Taiwan, and 74 schools in the population was stratified chosen as samples. Six major data components were used to complete this study. The first component is the quality of school facilities, the second component is the attitude of the teachers, and the third component is the attitude of the students. To obtain this information, 888 teachers were invited to complete the Assessment of School Facilities Quality and the Attitude of Teachers and Students Questionnaire, where 772 questionnaires were returned. The return rate was 86.94%. The fourth and the fifth components are the turnover rate of the teachers and demerit rate of the students of each school which were obtained from principle survey. The sixth component is the score rank from the General Scholastic Ability Test for each senior high school in Taiwan. A series of statistical methods such as descriptive statistics, Pearson product-moment correlation, ANOVA, multiple regression analysis, and structural equation model, were conducted to analyze the collected data. It is found that school facilities quality is related to educational outcomes. Students performed better in schools with good quality of school facilities. The conclusions of this study can be illustrated as followed: 1. The averaged quality of school facilities is moderate-high level for public senior high schools in Taiwan; however the quality differences among schools do exist. 2. School context variables, viz. school type, school objection, student sex, school size, and school density will all affect the quality of school facilities. 3. Quality of school facilities is positively correlated to teacher organizational commitment, student learning attitude, and student academic achievement. Nonetheless, quality of school facilities is negatively correlated to student rule-violating behavior and teacher turnover rate, whereas the latter is not significant. 4. In terms of student academic achievement, quality of school facilities has more significant influence on schools with students having lower academic performance than those with higher academic performance. 5. Quality of school facilities directly affects teacher organizational commitment and student learning attitude. Meanwhile, quality of school facilities indirectly affects student academic achievement and student rule-violating behavior. In this study, relationships between quality of school facilities and several educational outcomes were examined. Some significant results were observed and suggestions on possible adjustments were made. Hopefully these results and suggestions can be useful to school planners and related government officials for future reference.

This study looks at the concepts of organizational commitment and communication. Multiple methods of ethnography and interviews were used to study teacher commitment to their school. Specifically, I focused on teachers within private elementary and secondary schools. Meyer and Allen’s (1991) conceptualization of organizational commitment was used as the basis for understanding commitment. Questions were asked of participants during the interview that focused on their commitment as it related to their attachment or identification with the organization, the costs associated with leaving the organization, and their sense of duty or moral obligation to the organization. I found that teachers demonstrated a five stage process towards organizational commitment. The first stage for the teacher is the calling to the vocation and/or school. The calling was found to have confirmations, be dynamic, and sustain commitment. The second stage is the enactment of the calling in the form of action. A distinction was made between action that was aligned with the job description and action that was sacrificial and went beyond what was required in the job description. The third stage is the result of this action in the form of conflict. Conflict was seen as an iterative process that involved the elements of person, peers, administration, and policies. It is at the point of conflict that a teacher enters the fourth stage towards commitment. This stage is seen as the decision stage. The decision to remain with or leave the organization was also based on the elements of person, peers, administration, and policies. The final stage along the way to commitment is perseverance. It is in this stage that the individual decides to persevere or commit to the organization. This study also found that negative communication, in the form of complaining can be perceived as lacking commitment to the organization. Distinctions were made between complaining that was aimed at organizational change and complaining that appeared to be for the sake of complaining. Teachers who complained for the sake of complaining were viewed as lacking commitment to the organization. This paper concluded with implications for future research. / text