In this case study, special educators left an urban district primarily because of personal reasons, dissatisfaction, and more attractive opportunities elsewhere. Findings suggest that the district might retain more teachers by designing responsive induction programs, improving work conditions, and providing teachers with opportunities to transfer…

A review of the research on the shortage of special education teachers and the role of attrition leads to eight recommendations to improve special educators' work environments and increase retention. Four of these recommendations are: hire certified teachers; use salaries and bonuses as incentives to remain; develop responsive induction programs…

This review of research related to teacher retention and attrition in special education organizes research findings around a conceptual model of teachers' career decisions that includes three major factors: external, employment, and personal. The review also considers major findings from general education retention studies, and conceptual and…

This study used path analysis to examine the effects of work-related factors--including principal support, stress, role problems, job satisfaction, and commitment--on 542 Virginia special educators' expressions of intent to stay in teaching. The study concluded that these work-related variables should be included in strategies for retaining…

A questionnaire was completed by 463 special educators and 493 general educators in Virginia. Analysis indicated that work-related variables, such as leadership support, role conflict, role ambiguity, and stress, are better predictors of commitment and job satisfaction than are demographic variables. Findings were similar for general and special…

This study of the effects of work-related variables on 658 special educators, including 159 teachers of students with emotional disorders, found that workplace conditions, job satisfaction, and principal support had positive effects on intent to stay in teaching, whereas role-related problems had negative effects on intent to stay. (DB)

The shortage of special education teachers is due in part to high attrition, especially among new entrants. Improving teacher retention and quality requires a holistic view of new teachers' needs, an understanding of the contexts in which they work, as well as the types of support that are needed. A leader's model highlights major considerations…

A 3-year research and development project examined ways to improve the retention of special education teachers in the Memphis (Tennessee) City Schools. Several individual studies identified sources of dissatisfaction with teaching and the conditions that would encourage career longevity among teachers. Responses from 470 special education and…

This book highlights the problems that drive many special educators out of teaching and outlines practical recommendations that leaders can use to increase retention. Drawing on field experience as well as research findings, the author provides a comprehensive framework for supporting special educators. This book provides effective ways to: (1)…

This report from the Study of Personnel Needs in Special Education (SPeNSE) provides a profile of the characteristics, qualifications, work experiences, and career plans of teachers with fewer than 3 years of experience. Findings indicate: (1) beginning teachers were more likely to work in suburban systems (50 percent); (2) the majority do not…