Determinants of PE Teachers Career Intentions

2015 ◽  
Vol 34 (4) ◽  
pp. 680-699 ◽  
Author(s):  
Kasper Mäkelä ◽  
Mirja Hirvensalo ◽  
Peter Whipp
Keyword(s):  
Teacher Attrition ◽  
Principal Component ◽  
Early Career ◽  
Early Career Teachers ◽  
Intention To Stay ◽  
Logistic Regression Models ◽  
Quality Of Work ◽  
Work Community ◽  
Expertise Recognition

One of the cause’s célèbre in the field of education has been teacher attrition; Physical education (PE) is no different. Some PE teachers are leaving the profession because they encounter stress and dissatisfaction in their profession. The purpose of this study is to determine the aspects that keep PE teachers happy and remaining in the profession. Seven job satisfaction factors were identified with principal component analysis and logistic regression models used to study the likelihood of teachers’ intention to stay in the profession. Those PE teachers who intended to stay in teaching were more satisfied with the resources, work community, their own expertise, recognition of teaching, manageability of work, students, as well as the quality of work. It was also found that satisfaction and commitment to teaching were strong predictors for staying in the profession. For early career teachers, manageability and quality of work were the factors that were strongly related to their intention to stay in the profession.

Teacher Labor Market Responses to Statewide Reform: Evidence From Michigan

2019 ◽  
Vol 41 (4) ◽  
pp. 403-425 ◽  
Author(s):  
Eric Brunner ◽  
Joshua M. Cowen ◽  
Katharine O. Strunk ◽  
Steven Drake
Keyword(s):  
Teacher Attrition ◽  
Professional Staff ◽  
Early Career ◽  
Early Career Teachers ◽  
Policy Changes ◽  
School Employees ◽  
Difference In Differences ◽  
Teacher Labor Market ◽  
Administrative Records ◽  
Market Responses

We examine the effect of Michigan’s 2011 reforms to teacher evaluation and tenure policies on teacher retention. Our data are drawn from administrative records containing the population of public school employees from 2005–2006 through 2014–2015. To identify the causal effects of these reforms on teacher attrition, we utilize a difference-in-differences (DD) strategy that compares the exit rates of teachers with the exit rates of other professional staff in the same school districts who were not affected by the policy changes. We find that, on average, Michigan’s teacher reforms had little impact on teacher attrition overall. However, further analyses provide strong evidence that early-career teachers assigned to hard-to-staff districts were more likely to exit post-reform.

Patients’ perspectives of emergency care quality and priorities for care improvement

2017 ◽  
Vol 22 (4) ◽  
pp. 234-245 ◽  
Author(s):  
Lily Yarney ◽  
Roger Ayimbillah Atinga
Keyword(s):  
Emergency Care ◽  
Principal Component ◽  
Care Quality ◽  
Public Hospitals ◽  
Cross Sectional ◽  
Content Type ◽  
Logistic Regression Models ◽  
Central Regions ◽  
Care Improvement

Purpose Studies have examined strategies implemented to strengthen quality of emergency care in healthcare provider institutions in Ghana. But few studies have focused on what determines quality of emergency care from the patient’s perspective. The purpose of this paper is to fill that gap by examining factors salient to gauging quality of emergency care and priority areas for care improvement. Design/methodology/approach Cross-sectional data were collected from patients admitted in emergency units of public hospitals in two regions: Greater Accra and Central Regions. A structured questionnaire designed with inputs from emergency medicine physicians and patients was used to collect data from 381 patients. Principal component analysis (PCA) and logistic regression models were computed to respectively determine salient measures of emergency care quality and their association with patient overall perceived quality of emergency care. Findings Using the PCA, four factors (social and relational care, attentive prehospitalised care, ward quality and privacy and medical supplies) were derived as salient measures of emergency care quality. All the factors derived had statistically significant association with patient overall perception of quality. Originality/value Emergency care quality improvement strategies that incorporate the dimensions identified can produce effective therapeutic outcomes.

scholarly journals Quality of work community and workers’ intention to retire

2022 ◽  
Author(s):  
Subas Neupane ◽  
Saila Kyrönlahti ◽  
Hanna Kosonen ◽  
K. C. Prakash ◽  
Anna Siukola ◽  
...  
Keyword(s):  
Work Environment ◽  
Postal Service ◽  
Quality Of Work ◽  
Work Related ◽  
Environment And Health ◽  
Binomial Regression ◽  
Work Community ◽  
Postal Services ◽  
Composite Variables

Abstract Purpose To study the workers’ perception of the quality of work community and its association with intention to retire early, separately among women and men working in Finnish postal service. Methods A questionnaire survey was sent to all Finnish postal services employees aged ≥ 50 years in 2016 and 44% (n = 2096) replied to the survey (mean age 56.3, 40% women). Employee’s intention to retire before statutory retirement was measured on a scale of 1–5 and dichotomized. The quality of work community was defined by four composite variables: equality at work, flexibility at work, supportive work environment and health or other reason and trichotomized by their tercile values. Odds ratio (ORs) and their 95% confidence intervals (CIs) for associations of quality of work community with intention to retire were calculated separately for men and women using log binomial regression models adjusted for potential confounders. Results About one-third of respondents intended to retire early with no significant gender difference in retirement intention. Low equality at work (women OR 2.77, 95% CI 1.60–4.81; men 2.84, 1.80–4.48) and low flexibility at work (women 3.30, 1.94–5.60; men 2.91, 1.88–4.50) was associated with higher likelihood of intention to retire. Among women intention to retire was found less likely due to low supportive work environment (0.52, 0.31–0.89) and among men due to intermediate health or other reason (0.65, 043–0.98). Conclusion The results highlight the importance of the quality of work community as well as the promotion of work-related health in order to encourage employees to remain at workforce for longer.

The mediating role of employee commitment in the relationship between quality of work life and the intention to stay

2020 ◽  
Vol 42 (6) ◽  
pp. 1231-1248
Author(s):  
Arawati Agus ◽  
Rajni Selvaraj
Keyword(s):  
Employee Commitment ◽  
Work Life ◽  
Quality Of Work Life ◽  
Equation Modeling ◽  
Intention To Stay ◽  
Private Hospitals ◽  
Content Type ◽  
Quality Of Work ◽  
The Relationship

PurposeThe aim of this study is to investigate the relationship between quality of work life (QWL), employee commitment and the intention to stay of nurses in private hospitals in Malaysia.Design/methodology/approachA cross-sectional survey design was used in this study. Primary data were collected through self-administered questionnaires with nurses as the respondents from four private hospitals in the states of Selangor and Kuala Lumpur, Malaysia. Out of 300 questionnaires distributed, 202 valid responses were received. Statistical analyses employed were descriptive statistics, Pearson's correlation, confirmatory factor analysis and structural equation modeling (SEM).FindingsThe strongest QWL construct that contributed significantly to the intention to stay among respondents is work context, followed by work world, work design and work life/home life. The findings further indicate that employee commitment partially mediates the relationship between QWL and the intention to stay. In conclusion, if employees are contented with their QWL, the stronger will the employee commitment be in the organization and ultimately their intention to stay.Originality/valueThis study provides robust evidence for private hospital administrators to enhance their employees' QWL, especially if they are opting to ensure that the turnover of the staff is contained.

scholarly journals PENGARUH KUALITAS KEHIDUPAN KERJA TERHADAP MINAT BERTAHAN KARYAWAN DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL MEDIASI

2021 ◽  
Vol 5 (2) ◽  
pp. 447
Author(s):  
Andreas Trimurni ◽  
Mei Ie ◽  
Henny Henny
Keyword(s):  
Organizational Commitment ◽  
Sampling Technique ◽  
Work Life ◽  
Quality Of Work Life ◽  
Intention To Stay ◽  
New Employees ◽  
Purposive Sampling ◽  
Quality Of Work

Penelitian ini bertujuan untuk menganalisis pengaruh kualitas kehidupan kerja terhadap minat bertahan karyawan dengan menggunakan komitmen organisasi sebagai variabel mediasi. Sampel sebanyak 53 karyawan PT XYZ di Tangerang, dengan teknik purposive sampling. Hasil penelitian menunjukkan bahwa pengaruh kualitas kehidupan kerja terhadap komitmen organisasi, pengaruh komitmen organisasi terhadap minat bertahan, pengaruh kualitas kehidupan kerja terhadap minat bertahan, pengaruh kualitas kehidupan kerja terhadap minat bertahan yang dimediasi komitmen organisasi, adalah positif dan signifikan. Penelitian ini menyarankan agar perusahaan mengevaluasi peraturan kerja, menjaga kondusifitas ruang kerja, menekankan norma dan aturan perusahaan kepada karyawan baru, membangun dan membentuk karyawan dengan pelatihan, serta menyediakan fasilitas kerja yang memadai dalam rangka meningkatkan kualitas kehidupan kerja serta komitmen organisasional. Hal tersebut pada akhirnya dapat meningkatkan minat bertahan karyawan dalam perusahaan.  The study aims to analyze the effect of quality of work life on employees' intention to stay by using organizational commitment as a mediation variable. Sampled as many as 53 employees of PT XYZ in Tangerang, with purposive sampling technique. The results showed that the influence of quality of work life on organizational commitment, the influence of organizational commitment to intention to stay, the influence of quality of work life on intention to stay, the influence of quality of work life on the intention to stay mediated by organizational commitment, was positive and significant. This research recommends that companies evaluate work regulations, maintain workspace conduciveness, emphasize company norms and rules to new employees, build and shape employees with training, and provide adequate work facilities in order to improve the quality of work life and organizational commitment. This can ultimately increase the employee's enduring interest in the company.

Quality of Work Life and Work–Life Balance

2020 ◽  
Vol 26 (3) ◽  
pp. 256-265 ◽  
Author(s):  
Pravin Bhende ◽  
Nandakumar Mekoth ◽  
Varsha Ingalhalli ◽  
Y. V. Reddy
Keyword(s):  
Principal Component ◽  
Work Life ◽  
Three Dimensions ◽  
Quality Of Work Life ◽  
Work Life Balance ◽  
Employee Productivity ◽  
Life Balance ◽  
Quality Of Work ◽  
The Impact

The purpose of this article is to unearth the dimensions of quality of work life and work–life balance and to find the impact of the quality of work life on work–life balance. Data have been gathered from 89 managers of public and private sector banks in India using a convenience sampling method and analysed using principal component analysis and multiple regression analysis. Both qualities of work life and work–life balance are multidimensional constructs. Results indicate that the productivity dimension of a work–life balance was influenced by all dimensions of quality of work life except grievance redress. Further, the skill deployment dimension was predicted by all three dimensions of quality of work life. However, none of the quality of work life dimensions had any relation with the efficiency dimension of work–life balance. The study will help managers to ensure employee productivity and skill deployment by enhancing the quality of work life. The study has relevance for employee welfare and organizational output. The study has unearthed new dimensions in quality of work life and work–life balance and has established new relationships.

scholarly journals Commentary: Shifting Teacher Education From "Skilling Up" to Sustaining Beginning Teachers

2014 ◽  
Vol 8 (1) ◽  
pp. 15-20 ◽  
Author(s):  
C. Aiden Downey ◽  
Lee Schaefer ◽  
D. Jean Clandinin
Keyword(s):  
Teacher Education ◽  
Beginning Teachers ◽  
Teacher Knowledge ◽  
Teacher Attrition ◽  
Early Career ◽  
Early Career Teachers ◽  
Knowledge And Skills ◽  
Early Career Teacher ◽  
Stories To Live By ◽  
Career Teacher

Early career teacher attrition is a serious concern. While the problem is usually seen as one of skilling up new teachers, based on a two-year study with 50 early career teachers, we suggest the importance of attending to what sustains them. While beginning teachers need knowledge and skills, they also need places that allow them to continue to live out their stories to live by, identity stories that encompass both who they are and are becoming as teachers and as people. Attending to stories to live by means we attend to teacher knowledge, knowledge shaped in, and expressed in, both personal and professional knowledge landscapes.

School Teachers in Rural Bhutan: Quality of Work Life, Well-Being and the Risks of Resignation

2019 ◽  
Vol 39 (3) ◽  
pp. 270-284
Author(s):  
Sherab Dorji ◽  
Patcharin Sirasoonthorn ◽  
Kantabhat Anusaksathien
Keyword(s):  
Teacher Attrition ◽  
Rural Areas ◽  
Well Being ◽  
Work Life ◽  
Quality Of Work Life ◽  
School Teachers ◽  
Attrition Rates ◽  
Quality Of Work ◽  
The Government

In Bhutan, recent increases in annual teacher attrition rates, particularly in rural areas, pose significant challenges for the government and concerned agencies in terms of retaining qualified teachers and reducing teacher attrition rates and turnover. This article, partly based on a field study exploring the quality of work life (QWL) and well-being of school teachers in rural Bhutan, explores the possible reasons why such teachers might seek to resign. Using mixed methodology, the study reveals poor QWL and well-being of teachers, caused by a variety of factors. In view of such findings, the Ministry of Education and the government need to ensure better all-round protection for teachers to avoid the risk of large-scale resignations.

scholarly journals Attrition, Retention, and Development of Early Career Teachers: Pan-Canadian Narratives

in education ◽  
2018 ◽  
Vol 24 (1) ◽  
pp. 43-71
Author(s):  
Benjamin Kutsyuruba ◽  
Keith Walker ◽  
Maha Al Makhamreh ◽  
Rebecca Stroud Stasel
Keyword(s):  
Teacher Induction ◽  
Teacher Attrition ◽  
Lived Experiences ◽  
Early Career ◽  
Early Career Teachers ◽  
Career Teachers ◽  
The Impact ◽  
Decisions To Stay ◽  
Canadian Research ◽  
Career Teacher

Our pan-Canadian research study examined the differential impact of teacher induction and mentorship programs on the early-career teachers’ retention. This article details the stories from our interview participants (N=36) in relation to what their lived experiences were during their first years of teaching and how they dealt with the requirements, expectations, and challenges. Their narratives were analyzed through the lenses of early career teacher attrition, retention, and development. Our findings showed that despite geographic, contextual and policy differences, there were striking similarities in teachers’ lived experiences and in the impact of these experiences on their decisions to stay or leave and predispositions towards personal and professional development as teachers.

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