Factors relating to teachers’ intention to change school: A multilevel perspective

2019 ◽  
Vol 17 (3) ◽  
pp. 318-338 ◽  
Author(s):  
Lixia Qin
Keyword(s):  
Public Schools ◽  
Multilevel Models ◽  
Turnover Intentions ◽  
Organizational Factors ◽  
Turnover Rates ◽  
High Turnover ◽  
Teacher Supply ◽  
The Us ◽  
Individual Variables ◽  
The Individual

The high turnover rates in public schools, especially in those hard-to-staff schools, remains a growing problem and has become the largest component of teacher supply problems in the US school system. The purpose of the study was to examine the individual and school organizational factors that were associated with teachers’ intentions to change school by using the dataset of the US TALIS 2013 administrated by the Organisation for Economic Co-operation and Development. The results of the multilevel models showed that although the variance in teacher turnover intentions was, to a substantial degree, explained by the individual variables, the school organizational-specific effects have notably contributed to the outcome as well. Additionally, the analysis of the cross-level interaction has detected both direct and indirect effects of disadvantaged schools on teacher transfer intention. The implications for teacher retention policies have been discussed as well.

scholarly journals Job Turnover and Divorce

2017 ◽  
Author(s):  
Philip N. Cohen
Keyword(s):  
Population Survey ◽  
Community Survey ◽  
New Combination ◽  
Job Turnover ◽  
American Community Survey ◽  
Turnover Rates ◽  
High Turnover ◽  
Individual Level ◽  
One Year ◽  
The Individual

Inspired by Pugh (2015), this paper explores the connection between work and couple stability, using a new combination of data from the Current Population Survey (CPS) and the American Community Survey (ACS). I test the association between job turnover, a contextual variable, and divorce at the individual level. Results show that people who work in jobs with high turnover rates – that is, jobs which many people are no longer working in one year later – are also more likely to divorce. One possible explanation is that people exposed to lower levels of commitment from employers, and employees, exhibit lower levels of commitment to their own marriages

scholarly journals INDIVIDUAL AND INTERPERSONAL INFLUENCERS OF MEALTIME EXPERIENCES: PERSPECTIVES OF NURSING ASSISTANTS

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S505-S505
Author(s):  
Joy W Douglas ◽  
Seung Eun Jung ◽  
Hyunjin Noh ◽  
Amy Ellis ◽  
Christine Ferguson
Keyword(s):  
Focus Groups ◽  
Ecological Model ◽  
The United States ◽  
Nursing Assistants ◽  
Direct Care ◽  
Turnover Rates ◽  
High Turnover ◽  
Term Care ◽  
Interpersonal Barriers ◽  
The Individual

Abstract In the United States, long-term care Certified Nursing Assistants (CNAs)’s central role is to provide direct care to residents, including mealtime assistance. It has been reported that employee turnover among CNAs is nearly 75% annually. High turnover rates of CNAs can increase the workload for remaining CNAs, interrupt quality of care for residents, and require extra resources for recruiting new staff. The aim of this qualitative study was to explore the individual and interpersonal barriers and facilitators CNAs experience when providing mealtime assistance to residents with dementia. Using purposive sampling, nine focus groups were conducted with a total of 53 CNAs who had at least one year of experience as a CNA working with older adults. Focus group questions were developed using the Social Ecological Model. All focus groups were audio recorded and transcribed verbatim. Data were analyzed using the directed content analysis approach. At the individual level, CNAs identified that communication skills with residents and coworkers, and the ability to accurately interpret resident behavior positively affected their ability to provide mealtime assistance. At the interpersonal level, interdisciplinary collaboration was identified as a significant facilitator. Reported barriers included negative interference from residents’ family members, unpredictable resident behaviors, and lack of support from coworkers. CNAs reported individual and interpersonal factors that may influence their ability to effectively feed residents with dementia. Our findings will inform future investigations regarding job turnover. Equally important, providing CNAs with the training and opportunity to perform their duties efficiently can ultimately benefit the residents’ mealtime experiences.

scholarly journals STRESSORS IN TEACHER’S WORK

2019 ◽  
Vol 28 (6) ◽  
pp. 29-34
Author(s):  
Lijana Navickienė ◽  
Eglė Stasiūnaitienė ◽  
Ilona Kupčikienė ◽  
Donatas Misiūnas
Keyword(s):  
Negative Impact ◽  
Emotional Health ◽  
Work Organization ◽  
Organizational Factors ◽  
Social Consequences ◽  
Professional Activity ◽  
Turnover Rates ◽  
High Turnover ◽  
Work Related ◽  
High Level

Teachers are among the professions which face the highest level of work-related stress. High level of stress has a negative impact on the teacher’s physical and emotional health, leads to exhaustion, burnout, dissatisfaction with work, and high turnover rates. It is therefore important to reveal the main sources and risks of stress in the teacher’s work. Psychoso­cial risks are related to the negative psychological, physical and social consequences resulting from ina­dequate work organization and management at the workplace: too high work requirements and / or short deadlines for fulfilling tasks; conflicting requirements and unclear employee roles; poor use of staff skills and insufficient employees involvement in decision-making on their work; scarse management and co-workers support and poor relationships with collea­gues, students and their parents. A quantitative study conducted in five countries re­vealed that most teachers experience a high level of stress in their professional activity. Many stressors in professional activity relate to the uncertainty and excessive workload of teachers’ functions and roles. The most common organizational factors that cause stress include working conditions, low salary, noisy environment, number of students in the classroom, and external factors such as educational reforms and social status in society. The least stressors iden­tified in the teachers’ professional activity relate to relationships and support in the work environment. The study was conducted in the framework of the international project “Preventing Stress in the Tea­ching Profession-Stress Free Teachers”, No. 2016- 3715 / 001-001.

scholarly journals Teacher Attrition and School Leaders’ Capacity for Leading, Practices and Behaviors – A Comparative Study

2019 ◽  
Vol 6 (1) ◽  
pp. 111 ◽  
Author(s):  
Gabriela E. Gui
Keyword(s):  
Teacher Attrition ◽  
Research Question ◽  
Organizational Factors ◽  
Teaching Profession ◽  
Leadership Capacity ◽  
School Principal ◽  
Turnover Rates ◽  
Negative Effects ◽  
High Turnover ◽  
Principal's Role

Teacher attrition, as part of the bigger issue of teacher shortage, has caused increasing concerns in the past decades for both policymakers and educational leaders. Its negative effects impact various aspects of a school. Historically struggling schools serving students in poverty areas are perennially and negatively affected by high turnover rates at deeper levels. Building on existing literature that examines the correlation between school contextual factors and teacher attrition, this study examines the responses of 300+ teachers from Western and Southeast Michigan, gathered through a 24-questions survey. Data was analyzed against the study’s research questions using the Cronbach’s alpha test and one-way ANOVA. For the first research question, the study looked at the effects of the school principal and his/her leadership capacity on the teachers’ decision to leave a school, a school district, or the teaching profession altogether. The second research question dealt with differences related to how teachers from various backgrounds were affected by the quality of their school principals and work environments. The findings support the study’s hypothesis that the principal's role in building a positive school culture, along with the principal's behaviors, practices, and leadership capacity significantly affect teacher satisfaction and retention. Some differences do exist with respect to how teachers from various grade levels are affected by their learning environments (including principal leadership), and to what organizational factors influence their decisions to stay.

Nurse Turnover in India: Factors Impacting Nurses’ Decisions to Leave Employment

2016 ◽  
Vol 3 (2) ◽  
pp. 109-128 ◽  
Author(s):  
Sangeetha Lakshman
Keyword(s):  
Turnover Intention ◽  
Critical Incident ◽  
Turnover Intentions ◽  
Staff Retention ◽  
Turnover Rates ◽  
High Turnover ◽  
Effective Work ◽  
Nurse Turnover ◽  
Nursing Turnover ◽  
Decisions To Leave

Nursing turnover remains problematic, yet research with nurses is scarce in India. Turnover intentions were examined in this study to identify the critical reasons of the problem and to provide hospitals with information regarding job satisfaction as it is associated with turnover intention. Interviews were conducted with 144 nurses and top management personnel from eight hospitals in southern India. Using critical incident technique, we compared high attrition hospitals (HAH) with low attrition hospitals (LAH) and identified three key themes that distinguished them: the nature of the organization, the nature of employees and human resources (HR) paradox for turnover intentions. The research results could help identify strategies for hospitals that will minimize the high turnover rates while optimizing the levels of staff retention by providing effective work environment and career advancements.

Development of a German-Language Questionnaire to Measure Collective Orientation as an Individual Attitude

2017 ◽  
Vol 76 (3) ◽  
pp. 91-105 ◽  
Author(s):  
Vera Hagemann
Keyword(s):  
Team Performance ◽  
Reliability And Validity ◽  
Future Research ◽  
German Language ◽  
Team Members ◽  
Collective Orientation ◽  
Team Research ◽  
German Speaking ◽  
Individual Variables ◽  
The Individual

Abstract. The individual attitudes of every single team member are important for team performance. Studies show that each team member’s collective orientation – that is, propensity to work in a collective manner in team settings – enhances the team’s interdependent teamwork. In the German-speaking countries, there was previously no instrument to measure collective orientation. So, I developed and validated a German-language instrument to measure collective orientation. In three studies (N = 1028), I tested the validity of the instrument in terms of its internal structure and relationships with other variables. The results confirm the reliability and validity of the instrument. The instrument also predicts team performance in terms of interdependent teamwork. I discuss differences in established individual variables in team research and the role of collective orientation in teams. In future research, the instrument can be applied to diagnose teamwork deficiencies and evaluate interventions for developing team members’ collective orientation.

Organizational Factors Impacting Turnover and Turnover Intentions

2010 ◽  
Author(s):  
Kristen A. Honda ◽  
Amy E. Green ◽  
Gregory A. Aarons
Keyword(s):  
Turnover Intentions ◽  
Organizational Factors

Editorial: Migration costs

2009 ◽  
Vol 6 (1) ◽  
pp. 1-2 ◽  
Author(s):  
Martha W. Rees
Keyword(s):  
Public Schools ◽  
Public Services ◽  
Mexican Immigrants ◽  
Food Stamps ◽  
Costs And Benefits ◽  
Unemployment Compensation ◽  
The Us ◽  
Mexican Immigrant Men ◽  
Migration Costs ◽  
Immigrant Men

Much has been written about the costs—and benefits--of migration--in terms of the costs to the US (or receiving regions) and of the benefits to migrants. Massey (2005) concludes that because (Mexican) immigrants pay taxes, they are not a drain on public services. In fact, migrants are less likely to use public services, and pay taxes for services they don’t use. Almost two-thirds have Social Security taxes withheld, only 10% have sent a child to public schools, and under 5% or have used food stamps, welfare, or unemployment compensation. They also pay sales taxes. In terms of criminality, Rumbaut and Ewing (2007) refute the myth that migrants bring crime. They find that Mexican immigrant men have a lower rate of incarceration (0.7%) than US born Latinos (5.9%) or for US born males (3.5%).

Small talk as work talk: Enacting the patient-centered approach in nurse-practitioner-patient visits

2018 ◽  
Vol 14 (2) ◽  
pp. 97-107 ◽  
Author(s):  
Staci Defibaugh
Keyword(s):  
Nurse Practitioners ◽  
Nurse Practitioner ◽  
Medical Visit ◽  
Patient Centered ◽  
Small Talk ◽  
Medical Visits ◽  
Relational Work ◽  
The Us ◽  
The Individual ◽  
Patient Relationships

Small talk in medical visits has received ample attention; however, small talk that occurs at the close of a medical visit has not been explored. Small talk, with its focus on relational work, is an important aspect of medical care, particularly so considering the current focus in the US on the patient-centered approach and the desire to construct positive provider– patient relationships, which have been shown to contribute to higher patient satisfaction and better health outcomes. Therefore, even small talk that is unrelated to the transactional aspect of the medical visit in fact serves an important function. In this article, I analyze small talk exchanges between nurse practitioners (NPs) and their patients which occur after the transactional work of the visit is completed. I focus on two exchanges which highlight different interactional goals. I argue that these examples illustrate a willingness on the part of all participants to extend the visit solely for the purpose of constructing positive provider–patient relationships. Furthermore, because exchanges occur after the ‘work’ of the visit has been completed, they have the potential to construct positive relationships that extend beyond the individual visit.

Is Professional Commitment The Reason For Turnover Intentions of IT Professionals?

2019 ◽  
Vol 5 (1) ◽  
pp. 124
Author(s):  
Mohamed Buhari Mufitha ◽  
Su Teng Lee ◽  
Chen Chen Yong
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Model ◽  
Professional Commitment ◽  
Turnover Rates ◽  
It Professionals ◽  
Professional Advancement ◽  
Software Engineers ◽  
Job Satisfactions

Compared to others, professionals share distinguish workplace characteristics: one such is the high commitment to the professions over to working organizations. Information Technology (IT) professionals demonstrate higher turnover rates compared to others: their commitments to the profession has been suspected as a source of turnover. Considering their job satisfactions the present study aimed to investigate the influence of professional commitment on IT professionals’ turnover intentions. Data were collected from a sample of software engineers from Sri Lank using a survey questionnaire. The results of the structural equation model analysis concluded that professional commitment weakens IT professionals’ turnover intentions, which is partially mediated by job satisfaction. Professional commitment stimulates IT professionals’ job satisfaction. The findings challenge the presumption that IT professionals leave their organizations due to high commitments to the profession. Few factors were identified as significant in their job satisfactions: supervision, co-workers and work design. Pay and promotions were the least influencing job satisfaction factors. Managers may employ few strategies in their retention strategies: facilitate professional advancement needs within organizations, closely monitor supervision activities occurs and provide challenging and meaningful jobs. The study contributes to the turnover literature through empirical evidence on the influence of professional commitment on knowledge workers’ turnover intentions.

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