With the increasing concern about the high attrition rate among beginning teachers, it is essential that we come to a better understanding of why teachers leave the profession. This study explored differences between leavers and stayers in terms of the process of their resilience responses. Major psychological factors such as value, self-efficacy,…

During a two-year period from 2000-2002, California awarded a $20,000 Governor's Teaching Fellowship (GTF) to 1,169 people enrolled in traditional, post-baccalaureate teacher licensure programs who agreed to teach in low-performing public schools for four years after earning their licenses. The GTF was a policy response to longstanding evidence…

This paper explores the self-appraisal of teacher commitment and their associated emotional experiences in the first ten years of teaching among three generations of Hong Kong teachers. Findings affirm previous view that high commitment level of teachers is characterized with psychological attachment to the commitment objects. However the…

In this paper we examine the mobility of early-career teachers of varying quality, measured using value-added estimates of teacher performance. Unlike previous studies that have examined these issues, we focus on the variation in these effects across the effectiveness distribution. We find that, on average, more effective teachers tend to stay in…

This study examined the (1) effects of a supportive program (i.e., induction arrangement) on beginning teachers' (BTs') psychological processes after a period of 1 year and (2) psychological paths of influence of the arrangement. Participants (56 Dutch secondary schools with 143 BTs) were randomly allocated to two conditions. Experimental schools…

This study sought to discover the crucial elements that make beginning teachers effective and lead to their retention in the field. While previous studies have approached these questions by gathering statistics, we pursued a case study approach based on open-ended, in-depth interviews of new teachers (1-5 years of experience) identified as…

The educational setting for districts nationwide includes a variety of programs and support for beginning teachers who do not have experience in the classroom. Additionally, school districts nationwide are taking aggressive measures via induction programs to address the attrition rate in education. The various support and guidance that beginning…

More than 50% of novice educators leave the profession in the first 5 years of service. Novice educators were defined as educators with 5 or fewer years of teaching experience. The State of Tennessee has estimated the cost for that decision to around $28,000.00 per teacher for each local educational authority. Many researchers believe mentoring…

A non-experimental study was conducted to examine the perceived administrative support needs of alternatively certified teachers and determine their impact on teacher retention. The study sought to identify the most valued administrative support needs of alternatively-certified teachers; to compare those needs by gender and tier teaching level;…

Mentoring is a powerful and often effective tool in supporting the work of new and experienced teachers. It can also be a means of attracting and retaining talented teachers in schools which face challenges in staffing and turnover. In this article we describe and analyze the first 2 years of a mentoring program designed to support teacher…

This paper reports a research project that was conducted in 2009 and 2010 to support new teachers in the areas of Design and Technology and Home Economics. As a result of a retraining program, teachers in these areas were posted to remote schools, and the concern was that the combined difficulties of a new teaching area and a remote location would…

Research from 6 years of AISD REACH suggested the program likely influenced student performance, teacher practices, and novice teacher retention. However, little evidence showed schoolwide growth or retention stipends facilitated desired results.

Many school districts in the United States are facing severe teacher shortages (Bordonaro, 2017; Palmer, 2017; Seattle Pacific University, 2017; Whaley, 2017). In several states--including Idaho--the difficulty of hiring qualified candidates has expanded beyond historical high-need content areas such as special education and mathematics to include…

Expanding accountability systems that impose policies across all schools have amplified assertions that rural teacher labor markets differ from non-rural labor markets in meaningful ways that complicate rural schools' efforts to comply with the policy directives. The analysis presented here examines this claim by exploring teacher labor market…

A fundamental requirement for providing quality education in schools is to encourage highly qualified individuals with the necessary knowledge and skill to enter the teaching profession and remain employed in this occupation. Attracting and retaining effective teachers has historically presented a considerable challenge for schools across many…