abstract: The purpose of this study was to distinguish factors that influence the satisfaction levels of teachers in urban school districts. This work also distinguished factors that directly impacted teachers' level of satisfaction towards their work and their attitude towards the administration of their schools. Forty-one teachers from two kindergarten through eighth grade schools in the southwest region of the United States were given a modified version of the 2007/08 Schools and Staffing Survey, a federally recognized survey on the satisfaction levels of teachers in America, combined with a select number of questions created by the researcher in this study to address the research questions of this study. Data were collected and analyzed through Survey Monkey, an online data portal, and imported into SPSS for data analysis. Both descriptive and inferential statistics were compiled to provide answers to the research questions established for this study. Results from this study indicated that although a majority of teachers sampled were satisfied with their teaching positions (78%), kindergarten through fourth grade teachers were more satisfied than teachers in the older grades. For the whole group, salary was the most influential factor; however, the teachers with 11 to 15 years of experience were the only ones who chose salary as their primary choice to increase their satisfaction. This study found that the levels of satisfaction per subgroup (teachers' years of experience, level of education, gender, age, type of certification, and grade level) were different than the group needs as a whole. This study revealed that the needs of the whole group and the needs of the subgroups can differ, consequently individual differences of the staff need to be taken into consideration. To view the staff as a whole may discredit the needs of the individual. Even though data indicated that a significant number of teachers felt supported by their administration, this study revealed the need for administrative staff to address specific issues of subgroups in their schools. / Dissertation/Thesis / Ed.D. Educational Leadership and Policy Studies 2011

<p>This study examined job satisfaction factors and teacher demographics in relation to a teacher’s likelihood of returning to an urban teaching setting the following school year. The researcher specifically examined factors relating to teachers’ job satisfaction, utilizing Paul Spector’s Job Satisfaction Survey (1999). Four hundred fifty-nine Indiana urban schoolteachers whose districts are members of Indiana Urban School Association (IUSA) participated in this study. Participants’ demographic and job satisfaction data was analyzed by point biserial correlations and binary logistic regressions. A significant correlation was found between the total JSS score and teachers’ decision to return teaching in urban school setting. Additionally, an increased number of years of teaching, promotion, and nature of work were associated with an increased likelihood of returning to teach. In contrast, an increase in age was associated with a reduced probability of teaching or returning by 0.746. An increase in the number of teaching years was related to an increased probability of returning to teaching by 3.204. There is an increased chance of returning to teaching by 4.066 as promotion increases. A reduced probability of returning to teaching by .313 was correlated with relationships with colleagues. Finally, increasing levels of nature of work was associated with an increased likelihood or returning to work by 3.103. Based on the findings from this study, the researcher concluded administrators in urban school settings should focus on factors that will enhance teacher experience and overall job satisfaction to discourage attrition. </p>

What causes a teacher to leave and move to another district or campus? Many times, teachers leave because they are unsatisfied, overwhelmed, or unprepared for the demands of the job. The purpose of this study was to gain a deeper understanding of the contextual factors that may explain why teachers decide to transfer to another campus or leave their current district to pursue a position at another district. The following factors, as told from the teachers' perspective, were examined: (a) campus culture, (b) campus leadership, (c) working conditions, and (d) other contributing factors. This study focused on the types of experiences teachers reported encountering, whether positive or negative, that contributed to teacher turnover. Data for this qualitative study included a survey and focus group. Participants selected to participate in this study were teachers who either exited from a public-school district or transferred from one campus to another campus within the same school district. An analysis of the qualitative responses from the teacher survey and a focus group interview provided answers and insight into the research questions. The data were collected and analyzed to further understand the types of experiences or factors that contribute to teacher turnover within one school district. The findings from this study confirm that the literature about factors that influence teacher turnover DO matter to teachers. Based on the research literature, this study and my own experiences, the campus principal holds the major responsibility for building and sustaining positive relationships with teachers. Recommendations for future research and implications for future practice as it relates to school principals and district administration are discussed.

Approximately 25% of beginning teachers leave the profession after the first year, and 50% have left by the end of their fifth years. The purpose of this study was to provide an opportunity for beginning teachers to identify and prioritize their problems and to state their solutions to those problems. Three research questions guided this study, which extended the research on perceived problems begun by Veenman and Ganser: (a) What are the perceived problems of beginning elementary education teachers?, (b) How do Veenman?s (1984) ranked list and Ganser?s (1999b) ranked list of 24 perceived problems compare with the problems identified in question one?, and (c) What are the beginning elementary education teachers?proposed solutions for success?. The stratified random sampling technique was used to choose participants, who were beginning teachers who graduated from Mississippi State University (MSU) and Mississippi State University?Meridian Campus (MSU-M) during the years of 1996-2000. All but one of the 103 participants were female; 95 were Caucasians; six were African-Americans; one was a Native American; and one participant was classified as ?other? Seventy participants were graduates of MSU, and 33 were from MSU-M. This descriptive study included qualitative and quantitative research methods using questionnaires and interviews. A pilot study was conducted; however, the results were not used as part of the data for the main study. The top perceived problem was a sense of being overwhelmed. The second major problem was time, which included: (a) burden of clerical work, (b) heavy teaching load resulting in insufficient preparation time, and (c) taking up money and other morning activities. The third major problem was students?needs. Participants felt accountable for dealing with slow learners and for dealing with problems of individual students. Participants offered solutions primarily for improving teaching conditions and for making changes in teacher education programs. Recommendations included: (a) providing support systems for beginning teachers, such as mentors, (b) conducting studies of graduates each year to find strengths and weaknesses of the program, and (c) replicating this study in other Mississippi universities and in other states.

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

The retention of special education (SPED) teachers is problematic throughout the United States. Many SPED teachers are leaving education due to burnout which can be caused by feeling isolated and having a lack of collegial support. Studies suggest that collegial support is a main contributor to the retention of SPED teachers. Induction programs, mentoring, and professional learning communities (PLC) have been widely used; however, there is not much research showing how professional learning communities impact the retention of special education teachers. The purpose of this qualitative study was to identify novice elementary school SPED teachers' perceptions regarding PLCs. Specifically, this study examined how elementary school SPED teachers' perceptions of PLCs affect the retention of this group of teachers. Themes from this study may indicate what schools can do to make their PLCs more meaningful for the SPED teachers participating in them. The study was guided by the following research question: What are the perceptions of novice SPED teachers regarding professional learning communities and their impact on teacher retention? Twenty SPED teachers with between 0 – 5 years of experience participated in online focus groups. Data from the focus groups were analyzed and themes were developed. The results of this study indicated that SPED teachers stay at their current schools due to support provided by colleagues such as SPED teachers, general education teachers, and reading and mathematics specialists. In addition, SPED teachers are more likely to stay at their current schools if the PLCs they attend are relevant and are more likely to leave when they miss instructional time with their students due to attending mandatory PLCs. The results from this study may help school and division leaders implement PLC support for SPED teachers that will positively impact the retention of SPED teachers. / Doctor of Education / The purpose of this qualitative study was to identify novice elementary school special education (SPED) teachers' perceptions regarding PLCs. Specifically, this study examined how elementary school SPED teachers' perceptions of PLCs affect the retention of this group of teachers. Themes from this study may indicate what schools can do to make their PLCs more meaningful for the SPED teachers participating in them. The study was guided by the following research question: What are the perceptions of novice SPED teachers regarding professional learning communities and their impact on teacher retention? Twenty SPED teachers with between 0 – 5 years of experience participated in online focus groups. Data from the focus groups were analyzed and themes were developed. The results of this study indicated that SPED teachers stay at their current schools due to support provided by colleagues such as SPED teachers, general education teachers, and reading and mathematics specialists. In addition, SPED teachers are more likely to stay at their current schools if the PLCs they attend are relevant and are more likely to leave when they miss instructional time with their students due to attending mandatory PLCs. The results from this study may help school and division leaders implement PLC support for SPED teachers that will positively impact the retention of SPED teachers.

The development of teacher resilience is important in improving teacher retention. This study identified reasons veteran teachers have remained in the classroom; individual and contextual factors of resilience; significant challenges the teachers have encountered; and strategies the teachers used for dealing with the challenging situations. This was a qualitative study that included interviews with 15 teachers in a rural school division in Central Virginia. Data analysis occurred through deductive coding of the transcribed interviews using qualitative data analysis software. The findings for this study identified seven factors that veteran teachers indicated were important in their decision to remain in the classroom. The study also identified 22 individual factors of resilience and 10 contextual factors presented through the experiences of the veteran teachers. The veteran teachers described four challenges that they have faced in their school division and the strategies they used to overcome those challenges. The study concludes with the discussion, implication, and conclusion of the findings. / Doctor of Education / The development of teacher resilience is important in improving teacher retention. This study identified reasons veteran teachers have remained in the classroom; individual and contextual factors of resilience; the most significant challenges the teachers have encountered; and strategies the teachers used for dealing with those challenging situations. This was a qualitative study that included interviews with 15 teachers in a rural school division in Central Virginia. The findings for this study provide practitioners with a framework to develop a resilient culture within their schools.

Many school divisions throughout the U.S. are having a difficult time retaining teachers (Darling-Hammond, 2010; Ingersoll, R. M., 2004). 'High levels of attrition, estimated to be nearly 8% of the workforce annually, are responsible for the largest share of teacher demand' (Sutcher, Darling-Hammond, and Carver-Thomas, 2016, p. 2). According to Ingersoll and Strong (2011), Ingersoll and Perda (2011), and Skaalvik and Skaalvik (2016), reasons as to why teachers decide to leave the profession or change teaching locations include: job satisfaction, school demographics, student discipline, lack of administrative support, lack of teacher autonomy, and new teacher mentor programs. The purpose of this quantitative study was to identify mentor and mentee teachers' perceptions about the current mentoring program and their recommendations for future revisions that will increase teacher retention. An urban, central Virginia school division was selected for this study. Participants selected for this study have served as a mentor teacher for new teachers hired into the selected division or have recently been hired into the division. The division has approximately 260 full-time teaching professionals. From the beginning of the 2013-14 school year to the conclusion of the 2015-16 school year, 125 teachers were replaced. The attrition rate of the selected division is approximately double the attrition rate in the Commonwealth of Virginia (Pitts, 2017). Mentoring programs appear to be among the prominent approaches to teacher retention (McCann and Johannessen, 2010). The researcher sought to determine perceptions of mentor teachers regarding their suggestions for improvement in the current mentor program as a determining factor in whether teachers decide to remain in their current positions. This study yielded eight findings and six implications. / Ed. D. / School divisions throughout the United States have struggled to retain teachers from year to year. Several reasons for this phenomenon were identified in the review of literature. Teacher mentor programs was the specific area the researcher selected to guide this study. This quantitative study focused on the perceptions of teacher mentors and teacher mentees and how their mentor program addressed teacher retention. Data were collected using survey methodologies. Participants for the study were selected from one small urban school division in Virginia. Through this study, the researcher identified eight findings and six implications. One limitation for this study was the small sample size. A suggestion for future research would be to expand the population of participants to include many more school divisions.

According to the literature related to teacher retention in rural, high poverty districts, South Carolina researchers are predicting a major shortage of teachers based on the number of college students enrolled in education majors. Another area of concern is the retention of teachers in high poverty districts and schools. A qualitative study was therefore conducted to investigate the factors and circumstances related to teacher retention in rural, high poverty, South Carolina districts. Specifically, data was collected and analyzed to determine why long-serving teachers have remained in the same district for at least four years instead of transferring or leaving the district. The results of this study show that the likelihood of a teacher remaining in a challenging school environment over time may be directly influenced by the relative priority they place on intrinsic or extrinsic motivational factors, but can also be mediated by the teacher’s level of self-efficacy. This study did not seek to investigate the existence or strength of such relationships but attempted to provide deeper insights into the ways in which the identified factors influence teacher decisions to remain in the same district for at least four years instead of transferring or leaving the district. Findings from the research are presented in this study and recommendations are made for use by district and school leaders as they explore factors that lead to teacher retention in rural, high poverty, South Carolina districts.

Thesis advisor: Marilyn Cochran-Smith / Teachers have a powerful impact on student achievement, yet high attrition rates hinder schools in their ability to provide quality instruction. Attrition rates are highest for schools serving low-income, minority students and among small private schools, including Catholic schools. Attrition is especially prevalent among new teachers. Very few studies have focused on the problem of early leaving or the problem of retention in Catholic schools. This study seeks to understand better why public and Catholic school teachers leave teaching early. A mixed methods approach was used. This included 50 in-depth interviews with 15 public and 10 Catholic school teachers who left within the first 5 years. In addition, statistical analyses of public and Catholic school early leavers' responses in the Schools and Staffing and Teacher Follow-Up surveys were used to contextualize and compare the experiences of the 25 teachers interviewed to the larger population of early leavers. This dissertation argues that, to understand why teachers leave early, an approach that examines teachers' entire experiences throughout their short time in the profession is required. A framework informed by sociocultural and commitment theories and prior research on retention and the culture of schools was developed through systematic analysis of the interview and survey data. This analytical framework provides a complex approach for examining the phenomenon of early leaving, which included three aspects: entering commitment, teaching experience, and the decision to leave. Findings suggested that teachers' decisions to leave were influenced by multiple factors within their various contexts. These contexts and factors were constantly changing, making the decision to leave extremely complex. For Catholic school teachers, the decision was even more complicated, influenced not only by the same factors and aspects of early leaving as public school teachers, but also their changing identities as Catholics. Findings also called into question common assumptions about why teachers leave: teachers do not always leave because they are less committed to teaching, or are dissatisfied with teaching or with their salaries. / Thesis (PhD) — Boston College, 2009. / Submitted to: Boston College. Lynch School of Education. / Discipline: Teacher Education, Special Education, Curriculum and Instruction.