Principals In District Research Articles

The Impact on Student Achievement of Replacing Principals in District of Columbia Public Schools

The 2007 Public Education Reform Amendment Act led to 39 percent of the principals in District of Columbia Public Schools (DCPS) being dismissed before the start of the 2008–09 school year, and additional principal exits over the next few years. We measure the impact of replacing these principals on schoolwide student achievement by measuring the changes in achievement that occurred when principals were replaced, and comparing these changes to achievement in comparison schools within DCPS that kept the same principal. We find that after a new principal's third year in a school, average schoolwide achievement increased by 4 percentile points (0.09 standard deviations) compared with how students in the school would have achieved had DCPS not replaced the previous principal. For students in grades 6 to 8, the gains were larger and statistically significant in both math and reading.

The Relationship between Management Style with Human Relations and Job Satisfaction among Guidance Schools’ Principals in District 3 of Karaj

The objective of this research is to study the relationship between management style with human relations and job satisfaction among Guidance Schools’ principals in District 3 of Karaj. This study is a descriptive - correlation study and under study population is all Guidance Schools’ principals in District 3 of Karaj that are 96 persons. Due to the limited size of the population, all of the samples were examined. Data were collected using 3 types of questionnaires including Management Luthanz, Macgregor (X, Y) and JDI job satisfaction. After data collection, the data were analyzed using descriptive and inferential statistics applying the SPSS software. The results indicated that there is no correlation between relationship-oriented management style with human relationships and relationship-oriented management style with job satisfaction of the managers and in addition, there is a correlation between task-oriented management style with human relationships and task-oriented management style with job satisfaction of managers and also there is a correlation between relationship-oriented management style with human relationships and job satisfaction of manager. Furthermore, there is a correlation between task-oriented management style with human relationships and job satisfaction.