The turnover rate for secondary school educators has increased to the highest in almost 30 years. Public teachers who leave teaching reported that general working conditions, increased job demands, and the inability to manage their workloads (organizational climate) contributed to their decision. The problem addressed in this study is that teacher…

This quantitative correlational predictive study aimed to determine if and to what extent the factors of resiliency and effectiveness significantly predicted retention based on commitment of veteran special education teachers from public school districts in the Southeastern United States. The theoretical framework of teacher resilience defined and…

A correlational student was conducted to explore the relationships between student affairs professional self-efficacy, participation in professional development, and career commitment. For the quantitative portion, the researcher ran Pearson r correlations for self-efficacy scores, career commitment scores, and the number of professional…

The COVID-19 pandemic has sparked a public health crisis impacting every aspect of the world. Within education, this crisis caused leaders to navigate through unknown territory. Researchers were overwhelmed seeking to identify effective school leadership before the COVID-19 pandemic. The health crisis has unleashed a host of challenges for…

What causes a teacher to leave and move to another district or campus? Many times, teachers leave because they are unsatisfied, overwhelmed, or unprepared for the demands of the job. The purpose of this study was to gain a deeper understanding of the contextual factors that may explain why teachers decide to transfer to another campus or leave…

Following a 15-year decline, the United States is experiencing the lowest educator job satisfaction ever recorded amidst a critical teacher shortage. Discussions of how to retain teachers are part of everyday conversations in education. Although much research has been conducted on the many factors influencing job satisfaction, one factor that has…

There are evident shortages with increased demands for qualified special education teachers (SETs) nationwide (Peyton et al., 2021). Although efforts have been made to reduce SET attrition and increase retention, it is still unknown what job factors influence SETs' intent to stay, transfer, migrate, pursue administrative positions, pursue…

In 2021, there were 68.9 million job separations. Of those, 47.4 million people willingly left their jobs (Romans, 2022). As the "Great Resignation" in the COVID-19 era continues, many professional staff in higher education are re-examining their relationship with work (McClure, 2021). Higher education professional staff, often feeling…

Teacher retention is a foundational issue and schools have historically struggled to retain teachers. Previous research indicates that teachers leave the profession at high rates before year five of teaching expertise. Lack of teacher retention contributes to instability and lack of trust in school districts. This secondary data study explores…

Attracting and retaining teachers may be a problem in many rural school districts. According to previous research, teacher attrition is greater in rural regions due to various demographic and other factors. Retention was also cited as a key issue in these rural school districts. The number of teachers quitting their professions before they can…

In January 2022, music teacher shortages accounted for eight percent of all vacancies in U.S. school systems. After emerging from COVID-19 lockdowns, many education stakeholders began to reconsider the ways in which teaching and learning have shifted. By committing to a strong understanding of teacher self-efficacy and empowerment, administrators…

Due to the current shortage of special education teachers and the rising concerns over attrition and retention, it is important to understand what is contributing to teacher burnout and self-efficacy. This purpose of this quantitative, non-experimental, cross-sectional, predictive study was to determine if there was a predictive relationship…

Currently, career movement in the field of teaching, both for migration and attrition reasons, is a national concern for stakeholders, teachers, and researchers alike. Teacher demographics, job attributes, and expectations for working conditions seem to affect attritional intentions amongst teachers, but there is a need in the field for research…

Teacher turnover has been an unsolved problem for decades and the pipeline of new entrants into the teaching profession is lower than ever before. The Millennial generation is the major source of new talent today. Employers in other sectors have studied this generational cohort's workplace needs to discover how to retain the most mobile…

Many school districts in the United States are facing growing concerns regarding the shortage of qualified candidates for teaching positions. This problem has existed for some time, and its deleterious effects are exacerbated in school districts that have significant teacher turnover. School districts with higher teacher retention can mitigate…