Workforce Education Research Articles

Leadership and retention in early childhood education

Global early childhood education workforce shortages have highlighted the importance of recruitment and retention. The development of effective leadership has not been a retention policy focus even though effective leadership has been identified as an important driver for improving working conditions and supporting educator retention. The aim of this research was to investigate what factors affect retention focussing on retention challenges for leaders in an under researched context. Participants were 34 early childhood educators in the Northern Territory of Australia. A constructivist grounded theory methodology framed the research and the data analysis, and a constant comparative method was used to generate categories. The lack of learning on leadership, coupled with competing priorities, were identified as critical factors that contribute to increased attrition. However, informal mentoring was found to support both the positional and emerging leaders, increasing the probability of their retention regardless of their access to leadership development.

Growing our own: enabling PGR teachers to flourish in authentic ecosystems

Postgraduate researchers who teach (PGR teachers), or Graduate Teaching Assistants (GTAs) play a valuable role in global Higher Education, being a central part of the teaching workforce. PGR teachers are noted, amongst other things, for their ability to relate closely to students, bringing research-informed perspectives and providing effective and nuanced support to students in a massified HE sector. However, in spite of their longstanding presence, they are ubiquitously described as being in a ‘liminal space’ in the literature, and as early career colleagues, often have less professional experience and reduced agency to make pedagogical decisions, all whilst experiencing precarity and other challenges relating to occupying an impermanent role. Professional development opportunities for PGR teachers are reasonably widespread but do they enable the best way for PGR teachers to grow and thrive in their teaching work? This Afterword, drawing on the contributions of authors in Issue 4 of the JPPP, considers how PGR teachers are deploying the outcomes of professional learning, and where the ‘best space’ might be for them to develop and evolve as practitioners. It reflects on the structure and rationale established in the Warwick Postgraduate Teaching Community and argues for the support and initiation of similar PGR communities of practice across the sector, as being optimal spaces for PGR teachers to thrive, learn and grow with peers.

Devolution of New Zealand Research to a Gig Economy

In 2005 the New Zealand Tertiary Education Commission’s (TEC) put out a call for academic feedback on their Strategic Review of the Tertiary Education Workforce. Authors on this review provided a comprehensive review of the increasing reliance of tertiary institutes, particularly universities, on fixed-term contract staff, and the inherent risks for New Zealand science of relying on staff with unstable career structures and funding support. We explored some of the causes behind the transformation of the workforce from permanent to fixed-term, and recommended a suite of potential pathways to help address the challenges. This current review reports that nearly 20 years on very little has changed, and indeed the situation has gotten worse, with more researchers than ever before now on fixed-term contracts, even at senior levels. We have failed to establish and fund a career fellowship system. There has been a lack of substantive increases in funding for grants like Marsden and HRC that can sustain employment of research staff, and grant funding has not kept up with inflation. The net result is that we have essentially created a gig economy for research staff, with reliance on repeated contracts over many years, with few if any opportunities to transition to permanent positions. Researchers must write more and more grants to sustain their salaries as grants are insufficiently funded due to lack of investment leaving staff with either reducing the contract time or without a full salary for the full duration. Low funding rates due to lack of investment make it increasingly difficult to get funding to pay their salaries. Researchers see a bleak future, and the brain drain has begun. Students do not see a career in research as attractive and thus our capacity to develop the next generation of Kiwi scientists is at risk. This crisis threatens our ability to undertake and deliver science, technology and innovation that is essential for the growth of our economy. Urgent action is needed to address this fundamentally flawed approach to how we fund university based research and how we fail to support sustainable research careers.

Diversity, inclusion, and equity in Qatar’s K-12 schools: exploring strategic approaches for recruitment, development, and retention

This critical review study aimed to thoroughly evaluate methods for fostering principles of diversity, inclusion, and equity in the hiring, training, and retention processes of educators in Qatar’s schools. It incorporated the analysis of existing policies and practices, and the identification of gaps to propose evidence-based methods that likely enhance the three principles among educators. It also sought to provide additional knowledge and potential solutions that may significantly improve them. Further, I studied effective methods for enlisting educators from varied backgrounds, considering cultural, linguistic, and other relevant considerations, to satisfy the urgent demand for diversity among educators. Examining the importance of professional development programs in this context was crucial in encouraging inclusion and equity. Many institutional, cultural, and systemic impediments to progress have been revealed. The findings underline the significance of having a diverse educational workforce to foster inclusive and equitable educational experiences for students in schools in Qatar. They also emphasize the necessity for ongoing collaboration among stakeholders to achieve this goal. In response, legislative amendments, specialized recruitment strategies, professional development initiatives, and support systems are proposed to effectively address these challenges. Therefore, this research contributes to the scholarly discourse on diversity, inclusivity, and equity in education.

Feasibility, Acceptability, and Preliminary Effectiveness of a Reflective Supervision Professional Development Series Within Early Care and Education

ABSTRACT The positive impacts of Reflective Supervision (RS) are becoming increasingly evident. This approach may be especially important for early childhood teachers, who must deliver academic curricula and attend to children’s social-emotional development while maintaining high-quality program standards in increasingly challenging environmental contexts. However, to effectively provide RS to early childhood teachers, supervisors must first be trained in this approach. This paper describes the results of one such innovative training effort using data from a statewide, community-based program evaluation and a pilot open trial in the United States. Participants (N = 83 supervisors) were offered foundational training in RS followed by monthly skill-building sessions. We used a concurrent mixed methods approach, integrating observational, survey, and interview data collected simultaneously to assess feasibility, acceptability, and preliminary effectiveness of the RS professional development series. Data integration was achieved through contiguous narrative and joint display approaches. Research Findings: The RS series was feasible to implement, acceptable to participants, and led to improved reflective supervisory competencies. Practice or Policy: The RS series may represent an opportunity to effectively support the early care and education workforce, and in turn, benefit children. We discuss some differences between samples that may be useful for future implementation efforts across early care and education settings.

University-based academic programs in addiction studies in the regions of Australia and Aotearoa New Zealand: An overview.

Current trends in the addiction field reflect a significant emphasis on the workforce development and education. There are already some data about university-based addiction studies programs, but not much from Australasia. The aim is to provide an overview and describe the academic programs for addiction professionals in Australia and Aotearoa NZ. The research was conducted in 2017 and updated in 2023. Firstly, university websites were searched using pre-defined keywords, followed by a content analysis of the identified programs. The data were analysed and interpreted by using descriptive statistics. We found 21 universities in Australia (13) and Aotearoa NZ (8) where 46 single programs are provided. There are three bachelor programs, nine masters, and the majority of degrees include (post)graduate certificates and diplomas. No doctorate programs are identified. The taught courses provide comprehensive coverage of the addiction field topics. Twelve programs state clearly that there is clinical practice/internship included. Application to most programs requires completion of a relevant degree and in some cases possible clinical experience. In comparison to educational options in other regions, we observe a trend towards preparing university graduates for the workforce, thereby expanding the range of programs at lower levels. Most programs possibly represent clinically oriented education primarily specialising in addictions, and graduate programs in addictions for professionals with other disciplinary bases. Great emphasis is given to the quality standards of education, and also to relationship between education and labour market. Findings help opening opportunities to collaborate globally.

Are educators and practising midwives working together to support the future workforce?

This series of six articles is inspired by themes arising from the Royal College of Midwives' state of midwifery education report. The series explores the current landscape and challenges in educating the future midwifery workforce, particularly those that relate to the higher education workforce. This penultimate article examines the interplay between the practice and academic environments and the impact this has on both students and staff alike, particularly in the wake of changing standards for student supervision. The article explores whether the nature of being an educator in a health field such as midwifery is unique because of the need to support students through placement challenges when there are limitations on what higher education institutions can realistically influence. It also examines the ‘extra’ responsibilities put on midwifery education staff to support students by way of ‘academic assessor’ roles.

THE STRUCTURE, CONTENT AND POSSIBILITIES OF TEACHING STUDENTS TO PLAN THEIR PROFESSIONAL CAREER IN PEDAGOGICAL HIGHER EDUCATION INSTITUTIONS...

The landscape of education continues to evolve, necessitating a profound examination of the preparatory frameworks that guide future educators. In this context, fostering professional career planning skills stands as a pivotal component of teacher education programs. Such skills not only enhance individual career trajectories but also contribute to the overall effectiveness and adaptability of the teaching workforce. As educational institutions prepare to meet the diverse challenges of contemporary classrooms, there is an urgent need for systematic approaches that embed career planning within teacher training curricula. This scientific article aims to explore the intricacies of developing professional career planning skills among future teachers, delving into pedagogical strategies, stakeholder roles, and the broader implications for educational practice. By addressing these dimensions, a comprehensive understanding can be established, highlighting the significance of intentional career planning in the formation of competent, reflective, and responsive educators.

Institutional Agents: A Significant Facilitator of the Advancement of Women Leaders

Research on women's employment in the Arab world has highlighted a scarcity of women in senior leadership positions, often suggesting cultural conservatism and embedded gender-segregation within organizational structures. While these perspectives are not unfounded, these views may not fully capture the varied lived experiences of women leaders in the Arabian Gulf, particularly in the UAE. This study examined the influence of institutional agents on the career advancement of women leaders. The authors employed a phenomenological approach to explore the professional experiences of highly educated, women Arab leaders. The focus was specifically on their perceptions of gender discrimination, networking opportunities, and access to institutional agents. A sample population was purposefully identified; as such these findings may not be generalizable to the broader population. Data were collected via open-ended interviews and analyzed through multiple stages of coding stages using Atlas.ti. The results of this study present certain contradictory evidence to the existing literature. Notably, the women in this sample reported that gender discrimination was not a significant barrier to their career advancement. Further, the institutional agents most frequently identified by this sample of women were men. These findings suggest emerging narratives of a more gender-inclusive work culture. Moreover, these results offer a unique perspective that UAE professional environments may be more inclusive than previously reported. The findings of this study suggest that a more educated and diverse workforce could be contributing to a more inclusive atmosphere, challenging traditional views of workplace dynamics in the region.

Research on the Construction of Teacher Ethics and Conduct in Higher Education from an Evaluation Perspective: A Case Study of Province S

Teachers are the primary resource for educational development, and teacher ethics is the first standard for evaluating the quality of the teaching workforce. The state have always placed great importance on the work of teacher ethics and conduct. This paper, taking Province S as a case study, explores the evaluation mechanisms for teacher ethics in higher education. On the premise of clarifying the importance and urgency of teachers' ideological and political work, the paper delves into the significance of the evaluation system for teacher ethics and conduct in universities, summarizes key areas and challenges of teacher ethics assessments, and provides countermeasures for improving these mechanisms. Additionally, it discusses the current state of the teacher ethics evaluation system in higher education, analyzes its root issues, and explores improvements in content, methods, mechanisms, and the utilization of results, with the aim of strengthening the effectiveness of ideological and political work for university teachers and constructing a comprehensive framework for "large-scale ideological and political work."

Assessing Academic Perspectives on Infodemic Management and Health Security: A Needs-Based Approach

Abstract Background The information environment significantly impacts public health decisions, behaviors, and health security. Misinformation and disinformation can compromise health interventions and undermine public trust, and this phenomenon, known as the infodemic, is increasingly challenging to address and requires innovation and transformation of public health and education of the health workforce. This study aimed to assess the relevance of infodemic management (IM) to different academic fields and training needs to create a competent workforce. Methods As part of the US Federal Assistance Award within the University Partnership Program between Emory University and the University of Belgrade, a mixed-methods study was conducted to evaluate the curricula of all 31 faculties at the University of Belgrade. An online survey was distributed to faculty deans to assess the current educational framework and opinions on IM in various academic fields. This approach provided a multidimensional view of how IM is perceived and integrated across diverse disciplines. Results The survey received 33 responses from different departments at the University of Belgrade. Over 75% of participants identified misinformation as prevalent in their respective fields. More than half of the respondents believe that students are not sufficiently familiar with the concept of the infodemic and its potential consequences, only 9% believe these topics are well covered in the current curriculum, and over 90% agree that additional content on IM is required to update study programs, indicating a gap in our current educational approach. Conclusions Academic circles have acknowledged the issue of misinformation and its negative impact on public health. Current gaps in academic curricula indicate the critical necessity of integrating IM into educational programs. This innovative approach will provide future specialists with the necessary skills to navigate the complexities of the modern information ecosystem. Key messages • Over 75% of surveyed professors identify misinformation and disinformation as prevalent in their professional fields, indicating a widespread impact. • Over half of professors feel academic programs do not sufficiently equip students to navigate the information ecosystem, with over 90% calling for additional infodemiology content.

Backtalk: Where are the teachers of color? Getting cut out and lured away

Research has shown that having a diverse teacher workforce benefits students, but the population of teachers remains predominantly white, even as the student population becomes increasingly diverse. Andrew Kwok and Brendan Bartanen analyzed data from college applications in Texas and found that interest in teacher certification has declined in the past decade more than interest in other professions. Promisingly, the racial makeup of college applicants interested in teaching is relatively diverse. However, at every stage in the process toward becoming a teacher, the diversity decreases. They recommend that education leaders and schools of education make intentional efforts to reach out to students of color early about the possibility of becoming a teacher.

The role and needs of teachers/schools in infection, prevention and control post covid-19

Abstract Introduction COVID-19 highlighted the importance of infection prevention and control (IPC) across all settings. As children are important transmitters of infection, teachers and schools play an important role in infection prevention. The aim of this study is to understand attitudes towards, and knowledge of IPC in schools post-Covid, and highlight any gaps in the training and resources needed. Methods An online survey of 1000 primary and secondary school teachers was carried out across England. Pearson’s chi-squared test, corrected for survey design, was used to test for differences in proportions across levels of categorical variables. Two qualitative workshops with eight head teachers were carried out to gather more in-depth information. Results 1000 teachers completed the survey across a range of teaching roles. Respondents reported that IPC measures are now less frequently implemented than during the pandemic. 71% of respondents say their role has changed since the pandemic, now having more responsibility for pupil health and hygiene; higher in primary versus secondary school teachers (31% v 25%; p < 0.05). 1/3 felt this change was permanent; 84% had no IPC training. Knowledge gaps were identified in the areas of IPC roles within schools, and IPC measures. 72% teachers claim they feel better prepared to deal with a public health outbreak compared to pre-pandemic, although 22% do not have an updated IPC policy; 35% had unmet needs. Conclusions Schools and teachers play a pivotal role in preventing the spread of communicable disease, highlighted during the COVID-19 pandemic. Teachers need, and more importantly want, more IPC training. Training and updated policies would support the educational workforce who feel their needs are not being met. Providing more streamlined, consistent, clear and concise information from trusted sources is required. Key messages • It is imperative to understand educators’ role in IPC in schools as they are key players in supporting local and national efforts to reduce the spread of infections. • Teachers desire further training with comprehensive information, and up-to-date policies to support their infection prevention and control efforts in educational settings.

Indicators of primary health care workforce equity for attaining health equity

Abstract Background Healthcare workforce crises are often the result of inequities faced by healthcare workers. This study aims to discuss the primary policy questions related to health equity regarding the primary healthcare (PHC) workforce indicators. Methods Following the purposive review of published literature on HWF equity in PHC services, we applied an intersectional analysis of the compendiums of HWF indicators (e.g., supply, flows, skill mix, working conditions, promotion, training, funding, governance, etc.) to strategically link them to PHC policy issues for health equity and categorized qualitatively under each policy pillar against HWF crises. Results The proposed indicators address the measurement of multiple dimensions of health workforce equity. These include financial and non-financial incentives to monitor worker attrition reduction, gender pay gap, fairness in employment arrangements, remuneration, and working conditions. By monitoring the minimum wage for financially vulnerable health workforce groups, we can identify the need for potential increases to support well-being, reduce turnover, and increase productivity. Equally important is monitoring equity in health workforce education, planning, and management, which is crucial for achieving population health equity. By implementing indicators of health workforce diversity to address rural and underrepresented communities, primary healthcare managers can effectively plan the reduction of their unmet needs and minimize avoidable referrals. Conclusions To ensure equitable access to primary healthcare, we must measure workforce equity and its impact on population health. Monitoring the indicators of equitable health workforce policies and evaluating the improvement in retention and recruitment processes can more effectively address workforce crises. Key messages • Health workforce crises often stem from healthcare workforce inequities. • Health workforce equitable policies require a clear set of indicators.

Examining the Determinants of Financial Inclusion in South Asian Countries

Financial inclusion is an important aspect of achieving economic growth in South Asia. The present study is offered to examine the key factors of financial inclusion in South Asian countries. The study considered the 2017 World Bank Global Findex database for the analysis. The probit regression model is used to find the relationship between financial inclusion and its determinants for individual country level as well as for the group of South Asian countries. The results have shown that socio-economic variables like age, gender, education, income and workforce are important factors of financial inclusion. The higher income quintiles, upper education classes and workforce participation have a higher probability of owning bank accounts and greater chances of accessing formal savings and borrowings. Female households are still vulnerable in the process of financial inclusion in South Asian countries. The study suggested that financial inclusion can be enhanced with higher education, higher income and more workforce participation. JEL Codes: G21, D14, C25

Implementation of pharmacogenomics: Experience at Ochsner Health.

Pharmacogenomics is the study of how individual responses to medication are influenced by genetics. As medication experts, pharmacists are uniquely suited to practicing this application of precision medicine. Fundamental operational aspects of developing a pharmacy clinical pharmacogenomics practice are described, and the specific experience of a multisite health system in developing a pharmacogenomics service is discussed. Considerations for the development of a clinical pharmacy-driven pharmacogenomics service include understanding testing selection, targeting the appropriate patient population, exploration of reimbursement, design of the practice, and education of the pharmacogenomics workforce. Testing can be preemptive or reactive, can occur in house or as a send-out service, and can be panel based or specific to a single gene. Pharmacogenomics is applicable to many medicine specialties, making deployment of services to strategic groups essential. Reimbursement for pharmacogenomics is variable and may pose a barrier to implementation. The demand for pharmacogenomics education for pharmacy students and as a formal postgraduate career path is growing. Pharmacogenomics service planning and implementation details for a multisite health system are described. The practice of pharmacogenomics presents a remarkable opportunity for clinical pharmacists and health systems to improve patient care outcomes and experiences.

Diversifying the teaching workforce: challenges and opportunities in initial teacher education (ITE)

ABSTRACT Globalisation and migration have led to increasingly diverse classrooms. Yet teachers from ethnic minority backgrounds continue to be disproportionally under-represented in the teaching workforce. While education policies often focus on addressing student differences and diversity, the attention is rarely extended to diversifying the traditionally homogenous teaching workforce. The result is the widening diversity gap between teachers and the students they teach. This has implications for social justice, equity and inclusive education. While the benefits of a diverse teaching workforce are widely recognised, efforts to increase teachers from ethnic minority backgrounds yielded limited results. This paper discusses the challenges that support the attraction and retention of teacher candidates in initial teacher education and their transition into teaching and recommends strategies addressing structural, institutional, and environmental factors that deter them from the teaching profession.

"Endogenous forces" and "exogenous forces": a study on the development of the rural teaching workforce in the context of rural revitalization

In the context of rural revitalization, the development of the rural teaching workforce relies on the synergistic promotion of endogenous forces and exogenous forces. endogenous forces mean internal driving forces that emphasize proactive and innovative personal motivation, while exogenous forces refer to external supports that focus on resource investment and policy guidance. However, an increasing emphasis on exogenous forces while neglecting endogenous forces has limited the sustainable development of China’s current rural teaching workforce. We believe that activating endogenous forces is a key and weak link in promoting the synergistic development of rural revitalization and the rural teaching workforce. Only when endogenous forces are activated by exogenous forces and achieve a "feedback" effect on exogenous forces can a positive cycle in the development of rural teachers be established. In summary, the collaborative development and mutual reinforcement of endogenous and exogenous forces will enhance the professional development of the rural teaching workforce.

Child health in the first 100 years of Republic of Türkiye: a story of hope, labor and success.

The Republic of Türkiye commemorated its 100th year in 2023. Within one century, a battle weary, poor country has changed into a powerful, game changing leader in the world. This was accomplished by the motivation and overwork of the Turkish nation and a great leader, Mustafa Kemal Atatürk. The status of child health in 1923 can be summarized as high infant and under-five mortality rates, epidemic diseases and hardly any healthcare facilities and health-care professionals. Since a healthy, well educated workforce was one of the main requirements for the development of the young republic, child health was given a great emphasis. With the efforts of the whole nation, many children's hospitals were established, infant mortality decreased, and malaria, neonatal tetanus, polio and diphtheria were eradicated. In this article, the progression of child health in the first 100 years of the Republic of Türkiye will be reviewed.

Beyond the Demographics of the Special Education Workforce: Developing Intersectional Competence to Sustain Teachers of Color

This case demonstrates how school administrators’ development of intersectional competence can disrupt racial inequity in special education. Intersectional competence refers to educators’ preparedness to recognize how schooling is implicated in multiple, intersecting systems of oppression, collaborate with relevant stakeholders who themselves navigate multiple social marginalizations, and consider sociocultural differences while making instructional decisions. Examining how federal legislation approaches racial disparities in special education and its emphasis on personnel preparation for students with disabilities, the authors argue that recruiting, preparing, and sustaining racialized teachers is more complex than simply focusing on their racialized identities.