Teacher Turnover Research Articles

Prosociality as a mediator between teacher collaboration and turnover intention

PurposeThe purpose of this paper is to investigate the mediating role of prosociality, which is defined in terms of helping and benefitting others, between teacher collaboration and their turnover intentions. Prosociality was measured as prosocial impact and prosocial motivation.Design/methodology/approachThis study was conducted through a cross-sectional survey of 260 elementary and junior high school teachers in Japan. A structural equational model was employed to examine the mediating roles of prosocial impact and prosocial motivation in the relationships between teacher collaboration and their turnover intention.FindingsThe results, first, supported the hypotheses: the high perception of teacher collaboration in school predicted high perceived prosocial impact; high perceived prosocial impact predicted high perceived prosocial motivation; and high perceived prosocial motivation predicted decreased turnover intention. Second, results supported partial mediating roles of prosocial impact and prosocial motivation between teacher collaboration and turnover intention.Research limitations/implicationsLimitations of this study include cross-sectional data that may limit the potential for causal inferences, and self-report data. Future studies should incorporate alternative designs.Practical implicationsResults indicate that teacher collaboration contributes to less teacher turnover intention via prosociality. Thus, to enhance teachers’ prosocial impact, more opportunities to realise their collaboration should be considered.Originality/valueThis is the first study to explore the relationships between teacher collaboration and turnover intention in educational organisations with prosociality, which resides as core goals and objectives of teachers.

How Local Economic Conditions Affect School Finances, Teacher Quality, and Student Achievement: Evidence from the Texas Shale Boom

AbstractWhether improved local economic conditions lead to better student outcomes is theoretically ambiguous and will depend on how schools use additional revenues and how students and teachers respond to rising private sector wages. The Texas boom in shale oil and gas drilling, with its large and localized effects on wages and the tax base, provides a unique opportunity to address this question that spans the areas of education, labor markets, and public finance. An empirical approach using variation in shale geology across school districts shows that the boom reduced test scores and student attendance, despite tripling the local tax base and creating a revenue windfall. Schools spent additional revenue on capital projects and debt service, but not on teachers. As the gap between teacher wages and private sector wages grew, so did teacher turnover and the percentage of inexperienced teachers, which helps explain the decline in student achievement. Changes in student composition did not account for the achievement decline but instead helped to moderate it. The findings illustrate the potential value of using revenue growth to retain teachers in times of rising private sector wages.

The Effect of Reward and Job Satisfaction toward Turnover Intention Private Junior High School

The problem of teacher turnover, especially private teachers is a quite worrying problem in Indonesia and other developing countries. The high level of teacher turnover will disrupt the achievement of educational goals. This study aims to see the effect of reward and job satisfaction on teacher turnover intentions. This study uses a quantitative approach with a survey method. The population in the study were all private junior high school teachers in Rokan Hulu District, which numbered 235 people and spread to 20 schools. Determination of the number of samples is done using Slovin formula. Sampling uses simple random sampling technique. Data retrieval uses a Likert scale questionnaire. The questionnaire used is tested for validity and reliability first. The results of the study show that there is a direct negative effect of rewards on turnover intention. There is a direct negative effect of job satisfaction on turnover intention and there is a direct positive effect of reward on job satisfaction.

Newly Hired Teacher Mobility in Charter Schools and Traditional Public Schools: An Application of Segmented Labor Market Theory

Compared with traditional public schools (TPS), charter schools on average have much higher teacher turnover rates. Our study draws on segmented labor market theory to examine the dynamics of the teacher labor market in charters and TPS, focusing on newly hired teachers. Based on longitudinal data for Utah’s public school teachers, we employ multiple methods to determine how the timing of newly hired teachers’ decisions to transfer or exit can be attributed to the sector differences. Results indicate that newly hired teachers in charters are more likely to exit the teaching profession and less likely to transfer to another school than TPS teachers.

Examining the relationship of teacher perception of accountability and assessment policies on teacher turnover during NCLB

The purpose of this study is to determine the relationship between teachers’ perception of their work, their intent to leave their current position, and their realized turnover at the height of the federal accountability policy era in the United States. The study uses a framework of teacher de-professionalization and demoralization operationalized by teacher responses to the Schools and Staffing Surveys and Teacher Follow-up Surveys from the National Center for Education Statistics. We tested the relationship of de-professionalization and demoralization to turnover with two competing structural equation models for teachers who cited accountability policies as a factor in their employment decision, and those who did not. We find that teacher worry and stress associated with demoralization is a significant predictor of intent to leave in both groups of teachers. However, teacher worry and stress is only a significant predictor of teachers leaving the profession and moving schools in teachers who cite accountability policies as a factor in their employment decision. These findings demonstrate a relationship between teachers’ perceptions of accountability policies, perception of their working conditions, and turnover. These results have important implications for policy makers and educational leaders as the U.S. transitions from the No Child Left Behind era to the implementation of the Every Student Succeeds Act.

Supplemental Material for The Association Between Teaching Students With Disabilities and Teacher Turnover

Supplemental Material for The Association Between Teaching Students With Disabilities and Teacher Turnover

Teacher Candidate Apprenticeships: Assessing the Who and Where of Student Teaching

We use comprehensive data on student teaching placements from 14 teacher education programs (TEPs) in Washington State to explore the sorting of teacher candidates to the teachers who supervise their student teaching (“cooperating teachers”) and the schools in which student teaching occurs. We find that, all else equal, teachers with more experience, higher degree levels, and higher value added in math are more likely to serve as cooperating teachers, as are schools with lower levels of historical teacher turnover but with more open positions the following year. We also find that teacher candidates are more likely to be placed with cooperating teachers of the same gender and race/ethnicity, and are more likely to work with cooperating teachers and in schools with administrators who graduated from the candidate’s TEP.

Recruiting for school improvement: the relationship between teacher-centric school quality factors and school improvement designations in Kentucky

In 2018, Kentucky began the implementation of a new school accountability system. Like other states across the nation, Kentucky’s new system was designed to bring state policy into alignment with federal changes brought about by the Every Student Succeeds Act (ESSA) of 2015. In addition to the creation of new school improvement labels, Kentucky’s system also reports on a variety of teacher-centric school quality factors. A statistical analysis was conducted to determine if a relationship exists between these school quality factors and the school’s improvement designation. The study found that schools identified as needing the greatest improvement (Comprehensive Support and Improvement [CSI]) are statistically more likely to have higher teacher turnover rates, higher percentages of new teachers, and employ teachers with lower rates of advanced education in the year prior to identification than their counterparts with either the Targeted Support and Improvement (TSI) or Other designations. These findings should inform future policy making and elevate teacher recruitment and retention as a school improvement priority.

The Impacts of Principal Turnover

Nationally, 18% of principals turn over each year, yet research has not yet credibly established the effects of this turnover on student and teacher outcomes. Using statewide data from Missouri and Tennessee, we employ a difference-in-differences model with a matched comparison group to estimate arguably causal effects. We find that principal turnover lowers school achievement by .03 SD in the next year, on average. Effects vary by transition type, with larger negative effects for transfers to other schools but no or even positive later effects of demotions of (presumably lower-performing) principals. Principal turnover also increases teacher turnover, but this does not explain the drop in student achievement. Replacement with an experienced successor can largely offset negative principal turnover effects.

Balanced Disposition of Compulsory Education Teachers in Rural Areas: Layout of Schools and Innovation of Teacher Turnover Model

The teachers disposition for compulsory education in the urban and rural areas is not balanced, with the level of urban teachers much higher than that of rural teachers, which has become an important factor restricting the balanced development of urban and rural compulsory education. Teachers are important educational resources and the first wealth of a school. Promoting the balanced development of teachers is an important part of the balanced development of urban and rural compulsory education. In promoting the balance between urban and rural compulsory education teachers, the key is to give play to the leading role of governments at all levels and education departments, integrate the educational resources of urban schools and local colleges and universities, and innovate the supply and supplement mechanism of rural teachers.

Texas Rural vs. Nonrural School District Student Growth Trajectories on a High-Stakes Science Exam: A Multilevel Approach

This study compares the science achievement growth trajectories of fifth-grade students in rural and nonrural school districts in Texas. Using a growth hierarchical linear model, we explored the effects of time, school location (rural vs. nonrural), and their interaction on students’ science performance as measured by the high-stakes State of Texas Assessment of Academic Readiness (STAAR) science test over five academic years. We found that rural school students lagged in science at the initial stage when STAAR was first administered in the 2011–2012 school year. With time, the gap between rural and nonrural district students’ science performance persisted. We further added eight district-level factors that might influence students’ academic performance into the model and found that three variables (i.e., student mobility rate, percentage of students identified ELs, and teacher turnover rate) constantly influenced students’ science scores. The implications for teaching pedagogy and research are discussed regarding science education in Texas rural districts.

Analyzing abusive school leadership practices through the lens of social justice

Purpose The present study contributes to the growing body of research on abusive supervision in school settings, particularly by principals. School leadership (principal) behavior has been a topical issue for decades in educational research. This paper attempts to add to scholarly knowledge in the area of school leadership and specifically the effect of abusive school leadership on organizational productivity and organization citizen behavior. Put succinctly, the purpose of this paper is to examine the implications of abusive school leadership on school performance and teacher behavior. Abusive leadership is attributable to behavior that is deviant, antisocial and counter-productive and that which is uncivil. Design/methodology/approach In examining abusive school leadership behavior and its effect on school performance and teacher behavior, this conceptual paper draws heavily from an in-depth analysis of extant scholarship and uses Rawls theory of social justice as a conceptual tool. Social justice theorists believe that social institutions are embedded with immense responsibility of dispensing justice, fairness and equity. Findings Building from these relevant literatures and grounding the argument from the Rawlsian perspective of social justice, it can be argued that abusive school leadership perpetuates unfair and unjust practices toward teachers, which negatively affects performance. Literature reviewed convincingly indicates that abusive tendencies are practiced in school by school leadership. Further, these abusive practices negatively impact on the following: teacher productivity, teacher turnover and, finally, staff members’ well-being and health. The findings confirm that these practices perpetuate social injustice. Schools are social institutions and have to ensure that justice is served on all members of the organization, and, for this reason, Rawls (1971) argues that justice is the first virtue of social institutions. Practical implications The findings of this study have a number of important implications for future practice. It is critical in this study to suggest that in trying to deal with scourge, tougher measures need to be taken by various education departments to ensure that the problem is dealt with effectively. One of the interventions that is suggested is tougher policy positions on matters related to abusive leadership. In education departments that have legislation regarding consequences regarding abusive school leadership practices, tougher action should be taken against leadership which practice abuse. Originality/value School leadership is a highly contested research space and this conceptual paper is of great value because it adds to the already existing insights and understanding in abusive leadership in educational settings. This paper is of great significance because it focuses on the effect of abusive school leadership on teachers’ behavior and school performance.

Innovation in Teacher Induction: A systemic university-based approach

To advance education, it is important to also innovate the ways we support the teaching profession. By thinking creatively as we address the challenges of teacher turnover and development, we can improve student achievement.

The trouble with teacher turnover: How teacher attrition affects students and schools

Addressing teacher turnover is critical to stemming the country's continuing teacher shortages. It is also important for school effectiveness, as the academic and financial costs of teacher turnover to student learning and district budgets are significant. Using the most recent nationally representative data from the National Center for Education Statistics' Schools and Staffing Surveys, the authors detail which teachers are leaving, why, and which students are most impacted. The study finds higher turnover rates in the South; among mathematics, science, special education, English language development, and world languages teachers; in schools serving students of color and from low-income families; and among teachers of color. The study also finds that several factors are associated with higher turnover rates, including lack of administrative support, teacher salaries, and alternative certification. The paper reviews policy strategies that can address teacher turnover.

Job Satisfaction and Teacher Turnover Intentions in Malawi: A Quantitative Assessment

This study aimed at uncovering the link between levels of job satisfaction with turnover intentions among teachers with the aim of broadening the knowledge base with regard to teachers’ welfare in public secondary schools in Malawi. In the empirical investigation, a correlational-analytic design was used. The stratified random sample consisted of 120 secondary school teachers and it was found that most teachers had a moderate level of satisfaction with their work. Furthermore, it was found that job satisfaction among teachers was related to their turnover intentions and that demographics had a significant influence on this relationship except for school type.

Cristo Rey St. Martin College Preparatory School: Promoting a Culture of Continuous Improvement

Cristo Rey St. Martin College Preparatory (CRSM), a school with a unique educational model, has built a culture of accountability and student achievement. Founded in 2004 with a mission of serving “young people of limited economic means,” the school had a rocky start. It was plagued with student failure, high teacher turnover, and a total lack of accountability on the part of both students and teachers. In 2008, a new principal, Michael Odiotti, was hired to turn around the school. During his early years as principal, Mr. Odiotti faced many challenges, including poor academic results, lack of discipline, the threat of bankruptcy, and insufficient employers to support the school's work-study program. By 2018, the school had overcome some of these obstacles, and its metrics were exemplary. The question CRSM currently faces is how it can bolster a new culture of continuous improvement to avoid complacency while continuing to push accountability to achieve even greater results. This case (though it may stand on its own) is a continuation of the events described in “Creating a Culture of Empowerment and Accountability at St. Martin de Porres High,” Cases #5-410-755(A) and (B) (KEL514 and KEL515) (Kellogg School of Management, 2010).

Irregular Teacher Turnover and Student Academic Achievement in High Schools: A Study in the Subjects Mathematics, German, French and History

Teacher turnover that is not related to regular school transitions is a neglected topic of educational-psychological research. This study examines irregular teacher turnover and its effect on students’ academic achievement in the subjects Mathematics, German, French and History at four high schools of the canton of Berne, Switzerland. The study is based on an administrative dataset used to track the academic achievement of N = 1789 students from more than 100 classes. The results show that irregular teacher turnovers affect every 12th class on average, whereby definitive turnovers occur more frequently than temporary ones. In all examined subjects, panel data models show that irregular teacher turnovers have a more or less pronounced negative effect on students’ academic achievements. With respect to the students’ gender no significant differences have been observed.

Examining the Recruitment, Placement, and Career Trajectories of Secondary Mathematics Teachers Prepared for High-Need Schools

BackgroundSchool leaders are challenged by the relatively limited supply and high turnover of qualified secondary school mathematics teachers. In response, policy makers and teacher educators have developed various pathways and incentives to recruit, train, place, and support highly qualified mathematics teachers to work in hard-to-staff schools.Focus of StudyIn this study, we investigate the recruitment, placement, and early career trajectories of 158 Grades 6–12 mathematics teachers from two preparation programs focused on staffing “high-need” schools in the same region.SettingThe contrasting programs were both supported by the same university in the Northeast United States.Participants & ProgramsThe participants were 158 secondary school (Grades 6–12) mathematics teachers. Of these, 48 were recruited and prepared through a teacher education program with financial support from the National Science Foundation-funded Robert Noyce Teacher Scholarship Program. The other 110 school mathematics teachers were recruited and trained through the Greater Boston office of Teach For America. Both programs required two years of service in high-need schools.Research DesignIn this study, we used a comparative design. Descriptive profiles of teachers from each program were created. Then, participants’ early career trajectories were compared using logistic regression and survival analysis.Data Collection and AnalysisWe administered a longitudinal survey and created a database combining survey data and each program's administrative data.ConclusionsOur data illustrate that the Noyce scholarship-supported pathway was generally successful in recruiting individuals with STEM majors, training them to be mathematics teachers, and placing those individuals as secondary school mathematics teachers in high-need schools. The comparison of the scholarship-pathway teachers with the secondary school mathematics teachers in the alternative-certification pathway provides a useful contrast. On the one hand, the alternatively certified secondary school mathematics teachers were less likely than the scholarship-pathway teachers to have STEM majors, and the attrition rate for the alternatively prepared teachers was higher than the attrition rate for the scholarship-supported teachers, particularly after they had completed the two-year service requirement. On the other hand, the alternative-certification program recruited a more diverse pool of potential teachers and placed these teachers in schools serving a higher proportion of low-SES students.

Local Labor Market Conditions, Principals’ Leadership, Conscientiousness, and Beginning Teacher Turnover: A Study During the Great Recession

An abundance of literature sheds light on which factors determine teacher turnover, but it has yet to consider the role that local labor market conditions may play in teachers’ turnover decisions and how these labor market conditions may influence the quality of teachers who might be retained. The effect of local labor market conditions on teacher turnover could be relevant especially in times of high economic instability like the Great Recession. To study the determinants of teacher turnover, we match the Beginning Teacher Longitudinal Study (BTLS) with local unemployment rates from the USC Great Recession Indicators Database (GRID). We also build proxy measures of teachers’ conscientiousness with levels of survey effort on the baseline BTLS survey. Our results show that, in the absence of changes in unemployment, teachers who present lower levels of conscientiousness, by means of lower effort in the baseline survey, also present lower probabilities of teacher turnover during their first years of teaching. However, higher conscientious teachers seem to be better retained when there is more instability in their local labor markets. Higher quality principals appear to help retain teachers, but they seem to be more effective at retaining those teachers who show lower levels of conscientiousness on their baseline survey.

The effect of teacher ratings on teacher performance

In August 2010, the Los Angeles Times publicly released value-added ratings for teachers and elementary schools in Los Angeles. Exploiting the release of these ratings as a natural experiment and using the timing of their release to account for regression to the mean, I find that low-rated teachers saw increases in their students' math and English test scores. High-rated teachers saw little to no change in their students' tests with the release of the ratings. These differential responses from low- and high-rated teachers suggest possible test score gains from the release of teacher ratings. School ratings had no additional impact on student test scores. I find no evidence that the release of the ratings affected classroom composition or teacher turnover.