According to the findings of the 2019 Trends in International Mathematics and Science Study (TIMSS), fourth-grade students from Gulf Cooperation Council (GCC) countries—consisting of Bahrain, Kuwait, Oman, Qatar, Saudi Arabia, and the United Arab Emirates—performed below average compared to other countries on mathematics and science assessments. Despite this, little organizational research has examined potential factors that might have contributed to these results or sought to quantify the variability in school effectiveness in GCC countries. Hence, the present study sought to address this gap by quantifying the variability in school effectiveness in these countries. Using TIMSS 2019 data and multilevel analysis within each GCC member state, the study found school effectiveness varied significantly, ranging between 17% and 60%, considerably more than the variation typically seen in Western countries. In addition, several school-level organizational factors showed a significant impact on school effectiveness. Schools with more adequate resources, higher-quality teachers, greater parental involvement at the school level, and a safer and more orderly environment tended to display higher effectiveness as measured by average mathematics achievement. This finding should encourage researchers and policymakers to have more informed discussions about school effectiveness in the region. / Doctor of Philosophy / Fourth-grade students in Gulf Cooperation Council (GCC) countries (i.e., Bahrain, Kuwait, Oman, Qatar, Saudi Arabia, and the United Arab Emirates) performed below average on the 2019 mathematics assessments conducted by the Trends in International Mathematics and Science Study (TIMSS). Furthermore, it is unclear how much school effectiveness varies within or between these countries, and few studies have explored potential school-related reasons for such poor test results. The purpose of this study was thus to examine the variability in schools' effectiveness in GCC countries. Using TIMSS 2019 data and multilevel analysis within each country, the study found school effectiveness varied significantly, ranging from 17% to 60%, much more than in typical Western countries. In addition, several school characteristics significantly influenced a school's effectiveness. Schools with better resources, higher-quality teachers, more parental involvement in school, and a safer and more orderly environment tended to have higher average math scores. This finding should encourage researchers and policymakers to take a closer look at school effectiveness in the region.

Leadership in modern-day schools is changing. School leaders are expected to oversee the physical plant and school finances, as well as to be the instructional leader, personnel officer, public relations specialist, and point person for the accountability efforts at all governmental levels. Principals cannot be experts in every area of school administration; thus, they are more dependent on other members of the educational team. The purpose of this study was to develop and implement a form of shared leadership in an elementary school known as an intelligent hierarchy, to test whether such a model affects the distribution of decision-making, climate, and morale within the school (Leithwood & Mascall, 2008). This was a mixed-methods, action-research project in which the principal of the school served as a participant observer. A leadership team was formed consisting of the principal, teachers, support staff, and parents to aid in the decision-making process. Qualitative data were collected in the form of minutes of leadership team meetings, journal entries by the principal, and minutes of meetings with individual teachers. A modified version of the constant comparative method (Maykut & Morehouse,1994) was used to analyze the qualitative data. Quantitative data were collected with questionnaires administered three times each throughout the course of the study. Data were collected on shared leadership, the distribution of decisions, school climate, and teacher morale. The implementation of the hybrid model of shared leadership led to improvement in the areas of shared leadership, shared decision-making, and employee morale. Improvement was evident in some areas of school climate. The result is a model administrators could implement, either in whole or in part, to track the implementation of shared leadership in their schools. / Ed. D.

The research aim was firstly to establish the prevailing organisational climate of the primary schools in the North West Province, and secondly, to develop management strategies to establish an effective organisational climate in primary schools. The study was conducted by means of a thorough literature study with a view to place the concept organisational climate in context. Following this, the information gained during the literature study was empirically verified, and certain findings were made based on the data. From the last-mentioned data and findings, a number of management strategies could be developed and certain recommendations were also formulated. In Chapter 1 the problem statement as well as four research objectives were formulated. The research aim was motivated and the research methodology discussed. The chapter division was explained and a number of relevant ethical aspects were discussed. A few contributions made by this study were discussed briefly. The nature of organisational climate was discussed in Chapter 2. Organisational climate was placed in the correct context by discussing a number of relevant concepts, namely: school climate, organisational climate, educational climate, classroom climate, quality of work life, systemic factors and the influence thereof on organisational climate, individual factors, job satisfaction, job performance, work stress and job motivation. The maintenance and the importance of a positive organisational climate also received attention. The determinants of an effective organisational climate received attention in Chapter 3. Determinants such as presented in the literature were discussed. Following this, determinants identified from different measuring instruments were also discussed. The "Organizational Climate Description Questionnaire for Elementary Schools" (OCDQ-RE) was discussed in detail, since this questionnaire was used for the research in question. The research approach and methodology was discussed in Chapter 4. Different research approaches were discussed, namely the interpretivistic, the critical, the positivistic and the postpositivistic approaches. Next, the quantitative investigative method was discussed fully, since this is the manner in which the data in this research were obtained. The statistical data processing was discussed comprehensively. The chapter was concluded with a number of relevant ethical aspects. In Chapter 5 the data interpretation was discussed. The responses were processed statistically and certain findings were inferred from it. The following statistical processing was done: two factor analyses were done, the reliability of the questionnaire was determined, openness indexes were discussed, categorisation was done regarding the prevailing organisational climate in the schools, the practical meaningfulness was reported on and finally, the South African data were compared with that of the American research. A number of management strategies were designed in Chapter 6 to establish an effective organisational climate in the primary school. These management strategies were formulated from existing literature concerning organisational climate, as well as from the processed data in the empirical study. The management strategies were formulated based on the actions and behaviour of the school principal as well as those of the educators. The research was concluded in Chapter 7 with a summary, findings and recommendations. Firstly, a brief summary of each chapter was given, followed by a few findings, and the chapter was concluded with seven recommendations, each coupled with a motivation. The following important findings stemmed from the research: Research objective ONE: The nature of organisational climate in the primary school. • Certain aspects such as school climate, educational climate and classroom climate regarding the organisational climate of the school are intertwined and they form a unit that determines the organisational climate of the school. • The organisational climate of a school is influenced by a variety of factors. Examples of these factors are as follows: quality of the work life of educators, tangible and non- tangible factors, task, maintenance and development needs, job satisfaction, job performance, job motivation and work stress. However, it is important to take cognisance of the fact that these factors are people driven and that all role-players in the school are responsible for the development, establishment and maintenance of an effective organisational climate. • The importance of an effective organisational climate is accentuated by the creation and maintenance of a positive work life, positive values and norms and effective communication. By meticulously applying these above-mentioned principles, a positive organisational climate will become a reality in schools. Research objective TWO: The nature of the different determinants of organisational climate in the primary school: • The findings in the literature correspond to a large extent with the findings that came to the fore from the measuring instruments. The findings are categorised in two determinants for organisational climate, namely the actions or behaviour of the school principal and those of the educators. Research objective THREE: The current standing of the organisational climate in the primary schools: • The total openness index of the schools in the study population explains the actions and behaviour of the principals, as well as those of the educators, as a mean. • The schools were divided into four categories as follows: Uninvolved organisational climate (22.73%), Closed organisational climate (22.73%), Open organisational climate (21.21%), Involved organisational climate (33.33%). Research objective FOUR: Management strategies for the development and establishment of an effective organisational climate in the primary school: • Four management strategies were formulated concerning the actions or behaviour of the school principal and three regarding the actions or behaviour of the educators. The following important recommendations were made: Recommendation 1: Principals need to be empowered to fulfil a more supporting role, mainly in the case of black and Coloured educators. Constructive criticism, reasons for criticism and paying attention to the well-being of educators are examples of fields in which principals need to be empowered. Recommendation 2: Principals need to be empowered to follow alternative managerial styles, rather than an autocratic and "iron-fist" approach. Recommendation 3: Principals need to demonstrate less restrictive behaviour towards educators, especially in the case of Coloured educators. Examples of restrictive behaviour principals need to devote attention to are as follows: educators are expected to serve on too many committees and the amount of administrative work needs to be cut back on. Recommendation 4: Educators need to be empowered to act more fraternally towards one another. Examples of fields in which empowerment is required are as follows: educators do not accept one another's shortcomings, educators often depart for home directly after school hours, and educators socialise in small, selected groups. Recommendation 5: The extent to which trusting behaviour occurs among educators requires active improvement. Factors that need attention are as follows: colleagues do not invite one another for home visits, educators do not know one another's home backgrounds, educators socialise during work hours, and educators do not arrange social meetings for one another. Recommendation 6: Educators' attitude towards and involvement in the school's activities need to be addressed actively and improved. The following factors need to receive attention: the problem that educators describe staff meetings as futile, and also that they converse amongst each other during staff meetings. Recommendation 7: Further research is needed regarding the validation of a measuring instrument that is directly meant for the South African context. / Thesis (Ph.D. (Education))--North-West University, Potchefstroom Campus, 2010.

The research aim was firstly to establish the prevailing organisational climate of the primary schools in the North West Province, and secondly, to develop management strategies to establish an effective organisational climate in primary schools. The study was conducted by means of a thorough literature study with a view to place the concept organisational climate in context. Following this, the information gained during the literature study was empirically verified, and certain findings were made based on the data. From the last-mentioned data and findings, a number of management strategies could be developed and certain recommendations were also formulated. In Chapter 1 the problem statement as well as four research objectives were formulated. The research aim was motivated and the research methodology discussed. The chapter division was explained and a number of relevant ethical aspects were discussed. A few contributions made by this study were discussed briefly. The nature of organisational climate was discussed in Chapter 2. Organisational climate was placed in the correct context by discussing a number of relevant concepts, namely: school climate, organisational climate, educational climate, classroom climate, quality of work life, systemic factors and the influence thereof on organisational climate, individual factors, job satisfaction, job performance, work stress and job motivation. The maintenance and the importance of a positive organisational climate also received attention. The determinants of an effective organisational climate received attention in Chapter 3. Determinants such as presented in the literature were discussed. Following this, determinants identified from different measuring instruments were also discussed. The "Organizational Climate Description Questionnaire for Elementary Schools" (OCDQ-RE) was discussed in detail, since this questionnaire was used for the research in question. The research approach and methodology was discussed in Chapter 4. Different research approaches were discussed, namely the interpretivistic, the critical, the positivistic and the postpositivistic approaches. Next, the quantitative investigative method was discussed fully, since this is the manner in which the data in this research were obtained. The statistical data processing was discussed comprehensively. The chapter was concluded with a number of relevant ethical aspects. In Chapter 5 the data interpretation was discussed. The responses were processed statistically and certain findings were inferred from it. The following statistical processing was done: two factor analyses were done, the reliability of the questionnaire was determined, openness indexes were discussed, categorisation was done regarding the prevailing organisational climate in the schools, the practical meaningfulness was reported on and finally, the South African data were compared with that of the American research. A number of management strategies were designed in Chapter 6 to establish an effective organisational climate in the primary school. These management strategies were formulated from existing literature concerning organisational climate, as well as from the processed data in the empirical study. The management strategies were formulated based on the actions and behaviour of the school principal as well as those of the educators. The research was concluded in Chapter 7 with a summary, findings and recommendations. Firstly, a brief summary of each chapter was given, followed by a few findings, and the chapter was concluded with seven recommendations, each coupled with a motivation. The following important findings stemmed from the research: Research objective ONE: The nature of organisational climate in the primary school. • Certain aspects such as school climate, educational climate and classroom climate regarding the organisational climate of the school are intertwined and they form a unit that determines the organisational climate of the school. • The organisational climate of a school is influenced by a variety of factors. Examples of these factors are as follows: quality of the work life of educators, tangible and non- tangible factors, task, maintenance and development needs, job satisfaction, job performance, job motivation and work stress. However, it is important to take cognisance of the fact that these factors are people driven and that all role-players in the school are responsible for the development, establishment and maintenance of an effective organisational climate. • The importance of an effective organisational climate is accentuated by the creation and maintenance of a positive work life, positive values and norms and effective communication. By meticulously applying these above-mentioned principles, a positive organisational climate will become a reality in schools. Research objective TWO: The nature of the different determinants of organisational climate in the primary school: • The findings in the literature correspond to a large extent with the findings that came to the fore from the measuring instruments. The findings are categorised in two determinants for organisational climate, namely the actions or behaviour of the school principal and those of the educators. Research objective THREE: The current standing of the organisational climate in the primary schools: • The total openness index of the schools in the study population explains the actions and behaviour of the principals, as well as those of the educators, as a mean. • The schools were divided into four categories as follows: Uninvolved organisational climate (22.73%), Closed organisational climate (22.73%), Open organisational climate (21.21%), Involved organisational climate (33.33%). Research objective FOUR: Management strategies for the development and establishment of an effective organisational climate in the primary school: • Four management strategies were formulated concerning the actions or behaviour of the school principal and three regarding the actions or behaviour of the educators. The following important recommendations were made: Recommendation 1: Principals need to be empowered to fulfil a more supporting role, mainly in the case of black and Coloured educators. Constructive criticism, reasons for criticism and paying attention to the well-being of educators are examples of fields in which principals need to be empowered. Recommendation 2: Principals need to be empowered to follow alternative managerial styles, rather than an autocratic and "iron-fist" approach. Recommendation 3: Principals need to demonstrate less restrictive behaviour towards educators, especially in the case of Coloured educators. Examples of restrictive behaviour principals need to devote attention to are as follows: educators are expected to serve on too many committees and the amount of administrative work needs to be cut back on. Recommendation 4: Educators need to be empowered to act more fraternally towards one another. Examples of fields in which empowerment is required are as follows: educators do not accept one another's shortcomings, educators often depart for home directly after school hours, and educators socialise in small, selected groups. Recommendation 5: The extent to which trusting behaviour occurs among educators requires active improvement. Factors that need attention are as follows: colleagues do not invite one another for home visits, educators do not know one another's home backgrounds, educators socialise during work hours, and educators do not arrange social meetings for one another. Recommendation 6: Educators' attitude towards and involvement in the school's activities need to be addressed actively and improved. The following factors need to receive attention: the problem that educators describe staff meetings as futile, and also that they converse amongst each other during staff meetings. Recommendation 7: Further research is needed regarding the validation of a measuring instrument that is directly meant for the South African context. / Thesis (Ph.D. (Education))--North-West University, Potchefstroom Campus, 2010.

Addressing school climate and violence in schools requires school management skills. The 2011 School Violence Act in Chile promulgated the mandatory creation of the school climate coordinator (SCC). However, the law did not establish a defined profile, specific functions, or working hours for the SCC, and only recently have school administrators given SCCs more time for this position. This has created a flexible operating framework for the position, which could have implications in terms of the labor identity of the SCCs. This exploratory study employed a qualitative case study. An exploratory focus group was conducted with the school climate committee and three in-depth interviews with the SCC of one municipal school. Content analyses revealed the ambiguity of the SCC figure due to a fragmentation of roles in the areas of pedagogy, administration and school climate, creating a scenario where the roles of teacher, inspector, and SCC are segmented. We discuss how the notion of school climate is separated within the school practice from the dimensions of pedagogy school management, and its possible effects. / Abordar la convivencia y violencia en las escuelas requiere de capacidades de gestión escolar. La Ley de Violencia Escolar en Chile de 2011 promulgó la creación obligatoria de la figura del encargado de convivencia escolar (ECE). Sin embargo, la ley no estableció un perfil definido, funciones específicas, ni horas de trabajo para el ECE, y solo paulatinamente los sostenedores han ido aumentando las horas laborales para ejercer este cargo. Ello ha generado un marco flexible de funcionamiento para el ECE, que podría tener implicancias en la construcción de su identidad laboral. Este estudio exploratorio utilizó un método de investigación cualitativa a partir del desarrollo de un estudio caso único de un ECE. Se produjo información a través de un grupo focal con el comité de convivencia escolar y entrevistas en profundidad al ECE de la escuela. Usando el método de análisis de contenido, los resultados revelan la ambigüedad de la identidad del ECE, por contar con roles segmentados en las áreas de pedagogía, administración y convivencia escolar. Se discute cómo en la práctica escolar la noción de convivencia es separada de las dimensiones de pedagogía y gestión, y cuáles son sus efectos. / L’approche de la coexistence et de la violence dans les écoles nécessite des compétences en gestion scolaire. La loi sur la violence scolaire au Chili de 2011 a promulgué la création obligatoire de la personne en charge de la coexistence scolaire (ECE). Cependant, la loi n’a pas établi de profil défini, de fonctions spécifiques ou d’heures de travail pour la ECE, et ce n’est que progressivement que les partisans ont augmenté leurs heures de travail pour exercer ce poste. Cela a généré un cadre opérationnel souple pour la ECE, ce qui pourrait avoir des implications pour la construction de leur identité de travail. Cette étude exploratoire a utilisé une méthode de recherche qualitative à partir du développement d’une seule étude de cas d’une ECE. L’information a été produite à travers un groupe de discussion avec le comité de coexistence de l’école et des entretiens approfondis avec l’ECE de l’école. À l’aide de la méthode d’analyse de contenu, les résultats révèlent l’ambiguïté de l’identité de la ECE, pour avoir des rôles segmentés dans les domaines de la pédagogie, de l’administration et de la coexistence scolaire. Il est discuté comment dans la pratique scolaire la notion de coexistence est séparée des notions de pédagogie et de gestion, et quels sont leurs effets. / Abordar a convivência e a violência nas escolas requer habilidades de gestão escolar. A Lei de Violência Escolar de 2011 no Chile promulgou a criação obrigatória do coordenador de convivência escolar (CCE). No entanto, a lei não estabeleceu um perfil definido, funções específicas ou horas de trabalho para a CCE, e gradualmente a equipe de suporte estava aumentando o horário de trabalho para essa posição. Isso criou um quadro operacional flexível para a CCE, que poderia ter implicações para a construção de sua identidade de trabalho. Este estudo exploratório utilizou um método de pesquisa qualitativa a partir do desenvolvimento de um único estudo de caso de um CCE. A informação foi produzida através de um grupo focal com o comitê de convivência escolar e entrevistas em profundidade com a CCE da escola. Usando o método de análise de conteúdo, os resultados revelam a ambiguidade da identidade da ECE, porque tem papéis segmentados nas áreas de pedagogia, administração e convivência escolar. É discutido como na prática escolar a noção de convivência é separada das dimensões da pedagogia e gestão, e quais são seus efeitos.

Traditional educational reform efforts have relied on standardized testing as the primary indicator of student achievement. Current research is broadening the scope as the impact of shaping positive school climates to support the needs of students is examined (Reynolds, 2016). Positive behavior interventions and supports (PBIS) is an evidence-based system of school-wide reinforcement that provides the groundwork for supportive school climates. The purpose of this study was to determine elements of PBIS programs that facilitated positive school climates. Data collection strategies included focus individual interviews, observation, and document analysis. Triangulation was used to analyze the data. Three iterations were used to develop a process for understanding the elements that positively impact school climates. The first iteration categorized data by actions utilized by stakeholders. The second iteration grouped the actions by the school leader’s impact on school policy in relation to positive school climate. In this iteration, categories were combined from the first iteration based upon their impact on school climate. The third iteration established the role that key stakeholders must attain in order to establish a solid foundation for a positive school climate. The results revealed that in order for a school to maintain a positive school climate, key stakeholders to include the administrator, PBIS coach, community, students and teachers, must work in concert. Study participants identified facilitating teaching and learning expectations through role playing, shaping and maintaining a safe environment and establishing productive relationships as critical elements needed to shape a positive school climate. This was achieved by solidifying consistent rituals and routines grounded in the distinct needs of each site. The consensus across all three sites acknowledges the roles of the PBIS coaches and the building level administrator. As the PBIS coach and the building administrators worked together, they assumed the lead as PBIS work is facilitated, stakeholder support was strengthened. collaborative partnerships were formed to embrace a common vision and common goals

Hispanic students residing in the United States have historically been the lowest-achieving ethnic group in public schools and have a high dropout rate. A stark comparison to those statistics can be found within the Knowledge is Power Program (KIPP) charter schools in San Antonio, Texas, which have a majority Hispanic student population that is thriving academically and advancing to college. Using the Search Institute's positive youth development theory, the purpose of this study was to (a) quantitatively explore how school climate moderates the relationship between Hispanic student acquisition of developmental assets and academic success at KIPP charter schools from the perspective of both students and staff members and (b) identify the catalysts for growth and academic success. The Search Institute surveys, Creating a Great Place to Learn and the Developmental Assets Profile, were used to collect data from 78 students (Grades 6â??8) and 45 staff members at KIPP Aspire and Camino. A series of multiple regression analyses were conducted using Andrew F. Hayes's PROCESS, a tool within SPSS, to explore moderation effects. School climate's organizational attributes dimension had a significant moderation interaction between developmental assets (empowerment, boundaries and expectations, constructive use of time, positive values, and social competencies) and academic success (GPA). School climate's relationships dimension significantly moderated (a) academic success and (b) social competencies, a developmental asset. Implications for positive social change include shaping future intervention programs and school initiatives to build positive school climates, increase academic and social well-being, and help Hispanic students achieve success in school.

The diploma thesis is focused on interpersonal relations in curriculum at chosen primary school. Both formal and informal curriculum of the lower secondary school are studied here and also the integration of the interpersonal issues. The social psychology importance in the influence of the social background issue on upbringing and education of children is described in theoretical part of this thesis, just as the application of the social psychology in pedagogy for understanding children and adolescents in their pupils' social circumstanced, integration of the interpersonal issues in the teaching document - curriculum, chosen primary schools and term definition in the form of literary research. Practical part is divides into two sections. The first section includes quantitative research accomplished among teachers and pupils at lower secondary school by the qualitative method, in which teachers and pupils answer questions. The questionnaires survey the point of view from both sides of teachers and pupils and mutual interaction. Teachers and pupils assess everybody they meet daily. The second section includes qualitative research in the form of structural interviews with five school representatives - a pupil, a teacher, a cleaning lady, a school caretaker and a female cook. These structural...

The diploma thesis deals with the mutual cooperation of the family and the special elementary school. The thesis is divided into the theoretical and practical part. In the theoretical part I deal with family and school cooperation, defining the concept of family, its functions and duties. The second chapter of this part consists of education of pupils with mental retardation. Here I'm going to explain the term of mental retardation, the causes of its origin, the dividing and the characteristics of the special elementary school. The last chapter of the theoretical part presents the model of the school holding the "Parents welcome" certificate. In the practical part I deal with specific research of family cooperation and special elementary school in Čáslav. The research is conducted through questionnaires and interviews. Also, I compare the requirements for awarding the "Parents welcome" brand to the forms of collaboration of a particular school. I'll find out if the Special School in Čáslav meets these criteria. Keywords: cooperation, family, special elementary school, mental retardation, brand "Parents welcome"

A new ESSA indicator of school quality and student success provides flexibility to broaden a states’ definition of school and student success. Educational research has found school success is in part determined by a school’s climate and should be considered in improvement/reform strategies (Cohen et al., 2009; Thapa et al., 2013). Yet, school climate research is often difficult and time consuming, and employs a variety of conflicting definitions and dimensions, instruments, and empirical approaches to determining school climate. Given these significant limitations with current measures, the purpose of this study was to validate an instrument measuring school climate based on the four most commonly accepted dimensions of school climate, using items adapted from a well-regarded and established theoretical framework to provide an effective measure for educators and researchers. The sample selected for this study was a portion of teachers who indicated teaching 3rd or 8th grade as their primary teaching assignment (n=500) from the larger study sample (n=4974). A Rasch Rating Scale Model was used to evaluate unidimensionality, item fit and difficulty, reliability, and potential differential item functioning on a 23-item school climate survey. Results of the study showed the instrument was not unidimensional and was split into two subdimensions: student-centered and teacher/school support. All items were retained and displayed appropriate fit. Significant differential item functioning (DIF) was found between 3rd and 8th grade teachers on both subdimensions, further suggesting multidimensionality in the scale. Study findings suggest researchers should be mindful of any school climate instrument not validated at the item level for unidimensionality, and that an instrument may perform differently for teachers at different grade levels.