High Teacher Turnover Rates Research Articles

Increasing Teacher Retention by Improving Self-Efficacy and Classroom Management Skills in Pre-Service Teachers

Pre-service teacher preparation programs are often ineffective in preparing new teachers to use classroom management skills and strategies. This contributes to high teacher-turnover rates for new teachers and ultimately influences principal retention and student outcomes. The crisis of teacher retention in the aftermath of the pandemic threatens U.S. global competitiveness and national security. Teacher preparation programs can address job stress and job satisfaction by better preparing teachers for the challenges of the post-pandemic classroom. The purpose of this longitudinal, mixed-methods improvement science study was to determine if embedding evidence-based classroom management skills and strategies into the instructional methods coursework programs, augmented by structured applied learning opportunities to improve the IE, would improve pre-service teachers’ self-efficacy in classroom management. The research used the Classroom Management Self Efficacy Instrument, focus groups, and written reflections. Five themes emerged from the data: student-teacher relationships, orderly classrooms, preventative measures, difficult students, and use of technology. Scores for seven practice-oriented items on the CMSEI showed strong improvement (M = 93.75%, post-intervention). Responding to the CMSEI question “I can manage a class very well,” 87.50% of students strongly agreed or agreed after the intervention. On eight items pertaining to self-efficacy on the post-survey, students reported strong efficacy (M = 85.16% agree or strongly agree). The major conclusion from this study is that embedding evidence-based classroom management skills and strategies into the instructional methods coursework, supported by structured applied learning opportunities, improves pre-service teachers’ self-efficacy and holds tremendous potential to reduce teacher attrition.

Destructive Leadership and Turnover Intention among Chinese Rural Kindergarten Teachers: The Mediation of Ego Depletion and the Moderation of Kindergarten Affiliation.

One of the main challenges to the growth of early childhood education in rural China is the high teacher turnover rates. This study investigated the association between destructive leadership and turnover intention, as well as the mediating function of ego depletion and the moderating role of kindergarten affiliation, based on social exchange theory and ego depletion theory. A total of 409 Chinese rural kindergarten teachers were selected to complete a questionnaire on destructive leadership, ego depletion, and turnover intention. The results revealed that destructive leadership, ego depletion, and turnover intention were positively correlated. After controlling for age, destructive leadership was a positive predictor of turnover intention. The mediation model test revealed that ego depletion acted as a mediator between destructive leadership and turnover intention. Moreover, kindergarten affiliation mitigated the impact of destructive leadership on ego depletion. This effect is more pronounced in public kindergarten teachers compared to private kindergarten teachers. This study adds to our knowledge of the contributing factors and functioning mechanisms underlining turnover intentions among rural kindergarten teachers. It also provides new perspectives for policymakers and administrators to address rural kindergarten teacher attrition.

Teacher Perspectives When Learning Trauma-Informed Practice Pedagogies: Stories of Meaning Making at Work

This qualitative study focused upon ways teachers make meaning when working with students who are affected by trauma. An 11-month longitudinal design was used to explore teachers’ perspectives (N = 18 teachers) as they reflected upon the impacts of trauma within their classrooms and as they learned about trauma-informed practice strategies. Data from group interviews and participant journals were analyzed using interpretative phenomenological analysis. Results emerged that suggested common pathways in the ways teacher perspectives evolved; and these pathways were then analyzed in light of the meaningful work literatures to further suggest how work became more meaningful to these teachers when learning trauma-informed practice strategies. Teachers fostered a greater sense of meaning at work via two pathways: first by increasing their own wellbeing via personal use of trauma-informed strategies; then second, by incorporating trauma-informed strategies into their pedagogy to more effectively engage their students with learning. Increasing meaningful work for teachers who are working with trauma-affected students has promising implications for teacher professional development and workforce sustainability in schools experiencing high rates of teacher turnover and burnout as a result of teacher exposure to adverse student behavior.

The Impact of Restorative Practices with Diplomas Now on School Climate and Teachers’ Turnover Intentions: Evidence from a Cluster Multi-Site Randomized Control Trial

High teacher turnover rates and shortages of quality teachers plague many large, urban U.S. school districts disadvantaging their students who often already come from traditionally underserved populations and communities. Restorative Practices is a quickly growing whole school approach to community building and discipline, but little is known about how it impacts teachers and their career decisions. This study specifically investigates whether assignment to Restorative Practices (in combination with Diplomas Now, RP w/DN) improves school climate and increases teachers’ reported intentions to remain at their school? To answer this question, we analyzed data from a multi-site, cluster randomized control trial of in 25 schools from seven large cities across the United States. Our intent-to-treat analyses find that RP w/DN has a significantly positive effect on school climate (ES = .15, .27). Impacts on teachers’ turnover intentions were non-significant, but it significantly reduced perceptions of problematic teacher absenteeism (a related, exploratory outcome). Overall, the findings from this study suggest that Restorative Practices as a policy can improve school climate, but its relationship with teachers’ career decisions is more complicated.

Hard-to-staff centers: Exploring center-level variation in the persistence of child care teacher turnover

High rates of teacher turnover in child care settings have negative implications for young children's learning experiences and for efforts to improve child care quality. Prior research has explored the prevalence and predictors of turnover at the individual teacher level, but less is known about turnover at the center level––specifically, how turnover varies across child care centers or whether staffing challenges persist year after year for some centers. This study tracks annual turnover rates for all publicly funded child care centers that were continuously operating in Louisiana from the 2015-16 to 2018-19 school years (n = 575 centers). We document high and variable turnover rates across centers throughout the state: The annual mean turnover rate was 40%, and each year nearly one-third of centers experienced high turnover, that is, lost more than half of their teachers. About 27% of centers experienced high turnover for multiple years in our panel, while 44% of centers did not experience high turnover in any year. Our findings underscore concerns that sustained staffing challenges may hinder efforts to provide high-quality child care.

Professional Development and Teacher Job Satisfaction: Evidence from a Multilevel Model

Numerous studies in different countries find evidence for high rates of teacher turnover, leading to shortages and potential quality issues. Job satisfaction is found to be an important antecedent of turnover. In this study, we investigate the impact of various aspects of professional development for teachers (as well as interactions of these aspects) on job satisfaction. The main goal is to disentangle the interactions between need for and participation in professional development activities, allowing more detailed and precise analyses that may lead to a better substantiated understanding of the mechanisms at work. We use data from the 2018 wave of the OECD’s Teaching and Learning International Survey (TALIS). The hierarchical data structure of teachers nested in schools, nested in regions requires the use of appropriate estimation techniques: multilevel or hierarchical linear modelling (HLM). We find a significant positive relationship between job satisfaction and need for professional development for teaching diversity and special needs, which is (negatively) moderated by the number of professional development activities a teacher had participated in. Another indicator, measuring the need for professional development in subject matter and pedagogy, shows a significant negative relationship with job satisfaction and is (positively) moderated by the amount of professional development.

The Principal-Teacher Churn: Understanding the Relationship Between Leadership Turnover and Teacher Attrition

Purpose: Principals are critical to school improvement and play a vital role in creating inclusive and high-performing schools. Yet, approximately one in five principals leave their school each year, and turnover is higher in schools that serve low-income students of color. Relatedly, high rates of teacher turnover exacerbate challenges associated with unstable learning environments. Our study examines the extent to which principal turnover influences teacher turnover. We build on past work by exploring how the relationship between teacher and principal turnover differs in urban, high-poverty settings and by examining the effects of chronic principal turnover. Research Methods/Approach: We draw on a student- and employee-level statewide longitudinal dataset from Texas that includes all public K-12 schools from school years 1999–2000 to 2016–17. We estimate teacher-level models with school fixed effects, allowing us to compare teacher turnover in schools leading up to and immediately following a principal exit, to otherwise similar schools that do not experience principal turnover. Findings: Teacher turnover spikes in schools experiencing leadership turnover, and these effects are greater among high-poverty and urban schools, in schools with low average teacher experience, and in schools experiencing chronic principal turnover. Implications: Improving leadership stability, especially in urban schools experiencing chronic principal turnover may be an effective approach to reducing teacher turnover. Principal and teacher turnover and their relationship with each other requires further investigation. The field would benefit from qualitative research that can provide important insights into the individual decisions and organizational processes that contribute to principal turnover.

Examining Teacher Migration in K-12 Schools in the United Arab Emirates: Perceptions of African American Educators

This policy paper discusses teacher migration through the professional and personal experiences of African American Expatriate Educational Professionals (EEPs) in the United Arab Emirates (UAE). Evidence suggests that teacher migration is a strategy employed by some African American EEPs to remain in K-12 schools in the UAE. Recruitment efforts and benefits attracting EEPs to the UAE appear to be effective, whereas retention efforts appear to be a concern. School leaders, thus, face high rates of teacher turnover each year. Few studies have examined why educators leave and where they go when they leave. The data and analysis presented are derived from a more extensive qualitative study conducted from September 2019 to May 2020. The study examines teacher turnover through the experiences of 13 African American EEPs who left K-12 schools in the United States (US) for schools in the UAE. A critical theme that has emerged from this study is a nuanced understanding of teacher migration, which forms a key part of this policy paper’s discussion. The paper concludes with recommendations for implementing professional and personal development related to intercultural competencies and further studies to examine teacher turnover in the UAE.

Implementing a School Readiness Intervention in Community-Based Childcare Centers: Director and Teacher Perceptions

ABSTRACT In the U.S., one-third of preschool children attend programs run by childcare centers. Childcare centers are generally isolated and under-resourced businesses, often challenged by high rates of teacher turnover and inconsistent financial support. Correspondingly, childcare centers often struggle to provide high-quality educational experiences for preschool children. This study introduced an evidence-based curriculum (REDI) to improve the educational experiences of preschool children in childcare centers and used a novel professional development (PD) model in which center directors were trained to serve as local coaches. Open-ended interviews with 45 teachers and 31 center directors evaluated the acceptability, feasibility, and effectiveness of the REDI intervention and coaching model. Participants also described their workplace and rated their intentions regarding future program use. Participants described multiple challenges in the workplace but generally positive perceptions of the REDI intervention. Perceptions regarding the feasibility of the coaching model were mixed. Workplace descriptions were associated with intervention experiences which, in turn, predicted intentions for future program use. Findings validate the importance of addressing the unique workplace challenges faced by childcare staff when designing classroom interventions and PD supports. Attending to program acceptability, feasibility, and perceived effectiveness in these settings may be critical to support sustained use.

Student Performance on End of Year State Assessments and Correlation to Teacher’s Worth

This study explored how accountability over the years has shifted with attention mainly focusing how well students are performing on their end of the year assessments and how that determines a teacher’s worth. Through these assessments, the teachers are being told of their worth if a student meets their goal or being told of their ineffectiveness when the teachers and students fail to measure up. Teachers were considered to have value-added as an educator when their students attained their goals. Other educators faced dismissal or reassignment when their students did not meet their goals. The focus is placed upon the educator and the educator’s career is heavily impacted by low test scores and even the high test scores. With teacher value being associated with test scores, other problems came to the surface of the research. High teacher turnover rates, discourse amongst peers when scores were being compared or incentive pay being offered, and educators becoming teachers that teach to the test. The goal was determine how educators and those studying this new shift felt and reacted.

Back to basics: Gaps in baseline data call for revisiting an environmental education program in the SAVA region, Madagascar

Environmental education programs are critically important for raising awareness about global and local environmental concerns, by providing the knowledge, tools, and means for young and old generations to cope with current challenges. Of the greatest importance is the implementation of environmental education programs in biodiversity hotspots where environmental crises are high and resources to fund mitigation programs are low. Madagascar is one such priority hotspot, featuring intensive wildlife-human conflicts due to shrinking natural environments. The Duke Lemur Center-SAVA Conservation Initiative has been conducting environmental education activities in the SAVA region, northeastern Madagascar, since 2011. These activities have been aimed at increasing awareness of local and global environmental issues and at stimulating the involvement of local school students. Our initiatives have predominantly supported teacher trainings to provide teachers with environmental education content, examples, and recommendations on how to integrate activities into their regular curricula, commonly referred to as a “cascade approach”. Due to logistical hurdles, including high teacher turnover rates, however, these interventions have not been monitored to assess their efficacy. Thus, to better inform current and future interventions, we designed and implemented classroom-based surveys to gather baseline data on the basic knowledge of SAVA students and their perceptions of the environment. We identify informational gaps in surveyed schools, including those located in large towns vs. villages, and those with trained vs. untrained teachers. Based on these results, we make recommendations for future environmental education efforts in the region, including activities that could address real-life environmental problems and decision-making solutions.

District Strategic Teaming: Leadership for Systemic and Sustainable Reform

Reform efforts in schools have become increasingly focused on the nature and direction of teamwork in efforts to achieve sustained and systemic districtwide capacity for innovation and needed change. The six-year study reported in this article involved development, implementation, and assessment of a unique collaborative process for districtwide reform in some of the most challenging and fluid educational settings in the United States of America. This reform process, called District Strategic Teaming, involved a representative vertical cross-section of members from the district office to school-based support staff. Participating schools are located in isolated, rural communities in the south-eastern region of the United States of America that experience high rates of teacher turnover and serve student populations living in abject poverty. Despite these challenges, the longitudinal study revealed substantive improvement in organizational culture and reduction of systemic barriers for innovation through the process described in this article.

Engaging Students in Physical Education: Key Challenges and Opportunities for Physical Educators in Urban Settings

In October 2009, JOPERD published a special issue about “Engaging Urban Youths in Physical Education and Physical Activity.” Seven years later, many of the considerations mentioned remain relevant, such as large class sizes, limited access to equipment, and the lack of a dedicated gymnasium or outdoor space. These structural challenges matter. Some data suggest that larger class sizes and indoor lessons are associated with students spending significantly less time in moderate-to-vigorous physical activity and with teachers spending more time on classroom management. In addition, high rates of teacher turnover, difficulties communicating with English language learners, and low self-efficacy affect teachers' ability to engage students in physical education in urban settings. The purposes of this narrative review are to identify the attributes of urban settings that influence how physical education is taught, and to provide action-oriented strategies for addressing challenges and for making the most of available resources.

Teacher Turnover in High-Poverty Schools: What We Know and Can Do

Background/ContextOver the past three decades, teacher turnover has increased substantially in U.S. public schools, especially in those serving large portions of low-income students of color. Teachers who choose to leave high-poverty schools serving large numbers of students of color usually transfer to schools serving wealthier, Whiter student populations. Some researchers have interpreted this trend to mean that “teachers systematically favor higher-achieving, non-minority, non-low-income students.” These ideas have influenced policy analysis concerning high-poverty schools but offered little guidance for those who would address this problem.Purpose/Objective/Research Question/Focus of StudyThis article presents an alternative explanation for turnover—one grounded in organizational theory and substantiated by an emerging line of research. In doing so, it reframes the debate over what fuels high rates of teacher turnover in high-poverty schools and provides advice for policy makers and practitioners, as well as recommendations for productive possibilities for future research.Research DesignThis article reviews six studies analyzing turnover as a function of school context rather than as a function of student demographics. Based on the patterns regarding what factors influence teacher departures across these studies, we pursue these predictors by summarizing what is known about them and how each supports teachers’ work.Findings/ResultsThe six overarching studies reviewed here collectively suggest that teachers who leave high-poverty schools are not feeing their students. Rather, they are feeing the poor working conditions that make it difficult for them to teach and for their students to learn. The working conditions that teachers prize most—and those that best predict their satisfaction and retention—are social in nature. They include school leadership, collegial relationships, and elements of school culture.Conclusions/RecommendationsThe poor working conditions common in America's neediest schools explain away most, if not all, of the relationship between student characteristics and teacher attrition. This is important because, unlike demographic characteristics of students, working conditions can be addressed. Policy makers and practitioners have many options for improving aspects of the school environment, and, although more research can inform this work, much is already known about what matters to teachers as they are deciding whether to continue teaching in their schools.

Parental migration and children’s academic engagement: The case of China

In the context of China’s increasing rural-urban migration, few studies have investigated how parental migration affects children’s experience in school. The high cost of schooling, taken together with the institutional barriers in destination cities, have compelled many rural parents in China to migrate without their children, leaving them in the care of their spouses, grandparents, relatives or other caregivers. Still other parents migrate with their children, many of whom then attend urban migrant schools in their destination city. Understanding the academic engagement of children of migrant workers is particularly salient because the poor qualities of migrant schools, a lack of parental support, and exposure to competing alternatives to schooling may render both migrant children in the cities and left-behind children in the rural villages vulnerable to disengagement, and ultimately school dropout. Using data collected in 2008 in the urban Haidian and Changping districts of Beijing and rural Henan and Shaanxi provinces, the authors of this paper investigate the association between parental migration status and two measures of academic engagement, academic aspirations and the odds of liking school, by comparing migrant children attending migrant schools and left-behind children with their rural counterparts who do not have migrant parents. The authors’ findings show that migrant children attending migrant schools have lower academic engagement compared to rural children of non-migrant parents. The correlation between academic engagement and parental migration status can be accounted for in part by the support children receive from family and teachers. The association between certain measures of family and school support and academic engagement also varies by parental migration status: for example, high teacher turnover rates significantly reduce migrant children’s odds of liking schools, but do not affect children of non-migrant parents.

Teachers on the Move

Emigration of qualified teachers from developing countries is a double loss for the source countries, not only leading to emigration of high-skill labour but also affecting their future developmental base when these countries are already struggling to meet the millennium development goals (MDGs) in education. This article discusses emigration of Indian school teachers driven by rising demand in the destination countries, their dissatisfaction with the Indian education system and desire for a better life. The developed countries facing shortage of teachers, are actively recruiting from the developing countries like India to fill the gaps in the demand and supply of teachers. The shortages are caused by demand supply imbalances due to unattractiveness of the teaching profession, mass retirement of the baby-boom population of teachers, and high rates of teacher turnover in the recruiting countries. Such circumstances compel them to recruit teachers from other countries, creating an international market for teachers comprising the recruiting countries, source countries, the teachers, and the recruiting agents. While India is considered a labour-surplus country, it has serious shortage of teachers especially in the rural areas. The shortages have been projected to rise after the enforcement of the Right to Education (RTE) Act. Hence, the obscured trend of rise in teacher migration from India calls for attention. The author utilises the findings of an empirical study on migration of school teachers from India to argue the need of reforms in the Indian education system which are imperative to retain qualified and motivated teachers within the system which is required to fulfill the educational goals.

Can Good Principals Keep Teachers in Disadvantaged Schools? Linking Principal Effectiveness to Teacher Satisfaction and Turnover in Hard-to-Staff Environments

Background High rates of teacher turnover likely mean greater school instability, disruption of curricular cohesiveness, and a continual need to hire inexperienced teachers, who typically are less effective, as replacements for teachers who leave. Unfortunately, research consistently finds that teachers who work in schools with large numbers of poor students and students of color feel less satisfied and are more likely to turn over, meaning that turnover is concentrated in the very schools that would benefit most from a stable staff of experienced teachers. Despite the potential challenge that this turnover disparity poses for equity of educational opportunity and student performance gaps across schools, little research has examined the reasons for elevated teacher turnover in schools with large numbers of traditionally disadvantaged students. Purpose This study hypothesizes that school working conditions help explain both teacher satisfaction and turnover. In particular, it focuses on the role of effective principals in retaining teachers, particularly in disadvantaged schools with the greatest staffing challenges. Research Design The study conducts quantitative analyses of national data from the 2003-04 Schools and Staffing Survey and the 2004-05 Teacher Follow-up Survey. Regression analyses combat the potential for bias from omitted variables by utilizing an extensive set of control variables and employing a school district fixed effects approach that implicitly makes comparisons among principals and teachers within the same local context. Conclusions Descriptive analyses confirm that observable measures of teachers’ work environments, including ratings of the effectiveness of the principal, are generally less positive in schools with large numbers of disadvantaged students. Regression results show that principal effectiveness is associated with greater teacher satisfaction and a lower probability that the teacher leaves the school within a year. Moreover, the positive impacts of principal effectiveness on these teacher outcomes are even greater in disadvantaged schools. These findings suggest that policies focused on getting the best principals into the most challenging school environments may be effective strategies for lowering perpetually high teacher turnover rates in those schools.

Finding, Supporting, and Keeping: The Role of the Principal in Teacher Retention Issues

High teacher turnover rates result in: (1) a deficit of quality teachers and instruction; (2) loss of continuity and commitment; and (3) devotion of time, attention, and funds to recruitment rather than support. The purpose of this empirical inquiry of teacher retention issues is to better understand the leadership styles of principals who lead schools that have low attrition and transfer rates. Findings indicate that principals with an awareness of issues affecting new teachers, principals with a proactive approach in supporting new teachers, and principals with a commitment to professional growth and excellence for themselves, their students, and their teachers (new and veteran alike), are retaining teachers at a higher rate than their peers.

Early Childhood Teacher Policy in the United States: Continuing Issues, Overcoming Barriers, and Envisioning the Future

Abstract The decentralized and fragmented nature of the early childhood education and care (ECEC) system in the U.S., coupled with an ongoing teacher shortage, high teacher turnover rates, and the increasing demand for early childhood (EC) teachers, has led to low entry requirements and lenient regulations for most EC sectors. Yet, the recent call for school readiness of preschoolers is pushing the field to be equipped with highly qualified EC teachers with professional knowledge and competence. Efforts to provide quality ECEC services by improving the quality of the teaching force at various levels have been initiated in the U.S. In this paper, we describe: demographic profile of America’s ECEC teaching force; regulatory standards regarding entry-level teacher requirements; condition of pre-service teacher training in higher education; and provision of professional development and retention efforts. Current trends and challenges of EC teacher policy in the U.S. are presented, and implications for EC policymakers are discussed.

Teacher Retention Issues: How Some Principals are Supporting and Keeping New Teachers

Beginning teachers continue to exit the classroom in alarming numbers, despite numerous recruitment and retention strategies. High teacher turnover rates result in a deficit of quality teachers and instruction; a loss of continuity and commitment; and time, attention, and funds devoted to recruitment versus support. The purpose of this empirical inquiry of teacher retention issues is to better understand the leadership styles of principals who lead schools that have low attrition and transfer rates. Through the use of semistructured interviews with 12 principals, as well as focus group interviews with 4 to 6 new teachers (i.e. teachers with 1 to 3 years of experience) at each of the 12 schools (n = 61), data were triangulated, and some common characteristics and successful strategies that principals use to support and retain teachers were identified and analyzed through the lens of professional learning communities. Findings indicate that the following principals are retaining teachers at a rate higher than that of their peers: principals with a keen awareness of issues affecting new teachers; principals with a proactive versus reactive approach in supporting new teachers; and principals with a commitment to professional growth and excellence for themselves their students, and their teachers (new and veteran alike).