Purpose: This study investigated the relationship between principals' abusive leadership and teachers' intrinsic and extrinsic motivations, exploring the potential moderating effects of the duration of the relationship and group size within educational settings. Design/methodology/approach: Data were collected from a sample of teachers in Bahrain,…

Teacher morale declined over the course of the coronavirus disease 2019 (COVID-19) pandemic, highlighting the importance of the quality of the workplace conditions that teachers experience and how those conditions might influence well-being and retention. In response to widespread concerns about teacher shortages, many states are focusing on…

Teacher morale declined during the coronavirus disease 2019 pandemic, and teachers reported worse wellbeing than other working adults. Interventions to restore teacher well-being could improve job performance, job satisfaction, engagement, and retention. Although it is known that working conditions are related to well-being among other teachers…

Systemic challenges for the Texas teacher workforce result from a large yearly demand for new teachers, exacerbated by high and climbing teacher attrition rates. As a result of these challenges, a large majority of new teachers are now hired before they complete preparation. Assigned disproportionately to students from low-income families and…

This report summarizes teacher workforce challenges and recent initiatives in Texas that are shaping the state of the educator workforce in important ways. Ongoing teacher shortages have led to the creation of a wide range of pathways into the profession, featuring varying types and amounts of training. A growing body of research demonstrates that…

Outlines the package of special incentives the teacher recruitment program in Prince George County (MD) Schools was able to develop with the assistance of the Advisory Council for Business and Industry in the county. (MD)

Career ladder and other incentive programs are resisted when teachers and administrators involved in the programs are removed from the initial decision making process. The ideal scenario is described. Implications for teacher educators are discussed. (Author/MT)

Some Scottish teachers voluntarily change sector from secondary to primary or vice versa, requiring them to take a shortened training ("conversion") course and assume probationary status. This paper analyzes 122 teachers' career-change motives, distinguishing between strategic reasons (more jobs in the new sector) and magnetic reasons…

Nationwide, there are several innovative approaches to substitute teacher staffing issues, including: increased substitute teacher pay and enlistment of local college students to substitute at least 3 days per week in exchange for tuition help and a guaranteed job after graduation. Incentive programs for low absenteeism rates are a good way to…

Teacher absenteeism is an ongoing problem. This paper examines findings from research centered on who is absent from teaching and when, causes for teacher absences, absenteeism and student achievement, the relationship between school climate and employee absences, and the impact of various incentives on teacher absenteeism. Recommendations for…

Minnesota teachers of the year (N=18) were interviewed to identify motivation and organizational incentives for exemplary classroom performance. Values and role behaviors of high-vitality teachers differ from those assumed by rational management models calling for incentives such as increased academic preparation, career ladders, and merit pay.…

Monetary incentives are not the only variables that attract and hold good teachers. Long-lasting organizational change can only be achieved by manipulating organizational values such as authority structures, reward systems, technology, and environmental relations. To affect both teachers and students, educational reform must include teachers'…

This brief overview of a larger report focuses on a study of flaws in teacher selection and suggests improvements. It is noted that students do poorly in school because they often have new, inexperienced teachers. When these teachers get seniority, they transfer to "easier" schools, leaving new positions open to be again filled by novice teachers.…

Discusses problems in recruiting and retaining high-ability teachers and the need to provide motivation for teachers. Provides a listing of incentives to enhance and professionalize the teaching profession. (MD)

Summarizes the findings of several studies and evaluations of South Carolina's Educational Improvement Act. Generally, South Carolina educators claim that the reform movement has created excessive demands on their time, while the benefits of many prescriptive requirements are unclear. Several questions are raised about reform intent versus…