Teacher Turnover among Teachers of Students with Emotional and Behavior Disorders

Teacher Turnover among Teachers of Students with Emotional and Behavior Disorders

Date: December 2007
Creator: Adera, Beatrice Atieno
Description: The purpose of this study was to investigate factors that compel teachers of students with emotional and behavioral disorders (E/BD) to quit or stay in their job. Invitations to participate in the study were sent to a sample of educators from each the four census regions of the United States who currently work or have worked in the past worked with students with E/BD and have participated in one or more of the Council for Children with Behavioral Disorders (CCBD) professional development events. A total of 156 educators responded to the online survey and 9 participated in the focus groups. Quantitative information generated from the survey was analyzed using frequency distributions and ANOVA, whereas, qualitative information were analyzed by summarizing and sorting information into different categories. The results were presented in narrative and tabular form and organized in response to each of the research questions. The projected high teacher turnover as depicted in the findings, were mainly attributed to workplace variables and classroom conditions. Both variables are likely to be associated with high levels of dissatisfaction and lack of commitment eventually leading to decisions by teachers of students with E/BD to leave their job. Most respondents perceived themselves as being ...
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Examining the relationship between employee-superior conflict and voluntary turnover in the workplace: A comparison of companies across industries.

Examining the relationship between employee-superior conflict and voluntary turnover in the workplace: A comparison of companies across industries.

Date: August 2007
Creator: West, Lindsey Straka
Description: Employee turnover is a topic of concern for a multitude of organizations. A variety of work-related factors play into why an individual chooses to change jobs, but these are often symptoms of underlying issues, such as conflict. This study set out to determine if conflict between employees and their superiors has an impact on the level of turnover in an organization, and if manufacturing versus non-manufacturing industry type makes a difference. The generated data were based on 141 selected cases from the ethnographic cases in the Workplace Ethnography Project. Linear and logistic regressions were performed, finding that there is a significant relationship between conflict with superiors and the level of turnover.
Contributing Partner: UNT Libraries
Job embeddedness versus traditional models of voluntary turnover: A test of voluntary turnover prediction.

Job embeddedness versus traditional models of voluntary turnover: A test of voluntary turnover prediction.

Date: December 2005
Creator: Besich, John
Description: Voluntary turnover has historically been a problem for today's organizations. Traditional models of turnover continue to be utilized in a number of ways in both academia and industry. A newer model of turnover, job embeddedness, has recently been developed in an attempt to better predict voluntary turnover than existing models. Job embeddedness consists of organizational fit, organizational sacrifice, and organizational links. The purpose of this study is to two fold. First, psychometric analyses were conducted on the job embeddedness model. Exploratory factor analyses were conducted on the dimensions of job embeddedness, which revealed a combined model consisting of five factors. This structure was then analyzed using confirmatory factor analysis, assessing a 1, 3, and 5 factor model structure. The confirmatory factor analysis established the use of the 5 factor model structure in subsequent analysis in this study. The second purpose of this study is to compare the predictive power of the job embeddedness model versus that of the traditional models of turnover. The traditional model of turnover is comprised of job satisfaction, organizational commitment, and perceived job alternatives. In order to compare the predictive power of the job embeddedness and traditional model of voluntary turnover, a series of structural equation ...
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The Relationship of the Turnover of Teachers and College Training

The Relationship of the Turnover of Teachers and College Training

Date: August 1939
Creator: Boren, Clyde
Description: A study to determine whether there is any relationship between teacher training and college training, between turnover of teachers and departmental training, and between grade point average, honor society students, and turnover of teachers.
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Teacher Tenure

Teacher Tenure

Date: August 1938
Creator: White, W. D.
Description: This study examines teacher tenure and the effect it has on education, children, and the public in order to determine whether or not legislation is needed.
Contributing Partner: UNT Libraries
A Follow-up Study of North Texas State Teachers College Students Certificated in 1936, with Special Attention to Teacher Turnover During the Five-Year Period, 1935-1936 to 1940-1941

A Follow-up Study of North Texas State Teachers College Students Certificated in 1936, with Special Attention to Teacher Turnover During the Five-Year Period, 1935-1936 to 1940-1941

Date: 1948
Creator: McKeand, Eleanor Neeley
Description: The primary purpose of this study is to determine the turnover in the teaching profession the first five years after certification. Special attention will be given to the problems that prompted the change of work.
Contributing Partner: UNT Libraries
Comparative analysis of management and employee job satisfaction and policy perceptions.

Comparative analysis of management and employee job satisfaction and policy perceptions.

Date: May 2003
Creator: Andrews, Charles G.
Description: The purpose of the study was to investigate the perceptions of job satisfaction as defined by management and nonmanagement employees and to compare both parties' perceptions of organizational benefits to a list prepared by the organization's benefit personnel. Turnover is costly to the organization, both in money and in the impact it has on those individuals remaining with the organization. Every effort should be undertaken to reduce the amount of turnover within the organization. A contributing factor leading to turnover may be a gap between what the employees believe is important to them and what management believes is important to the employees. The boundaries of the gap need to be identified before any effort can be made to reduce or bridge the gap. Once the boundaries are identified, policies can be analyzed and the possibility of reducing the gap investigated. Management as a whole must be aware of the needs and wants of their employees before any attempt to develop a retention strategy is undertaken. This knowledge can be acquired only through two-way communication with the employee. The communication process includes the simple process of asking employees for this information and then listening to how they respond. This study suggests ...
Contributing Partner: UNT Libraries
How does personality relate to contextual performance, turnover, and customer service?

How does personality relate to contextual performance, turnover, and customer service?

Date: December 2007
Creator: Impelman, Kevin
Description: Personality measures are often used by organizations to select and develop employees in a way that maximizes their performance. Studies examining the relationship between personality and job performance have found some evidence for their utility in a variety of situations. Data was collected from a large restaurant company (N=9,800) in which hourly employees took a personality test for selection. Supervisory performance ratings and turnover data were also included for some employees. A three factor model of contextual performance consisting of personal support, organizational support, and conscientiousness initiative was tested and supported. The personality scales with the strongest relationship to performance, included drive and energy, friendliness, and emotional consistency. Effect sizes were relatively similar to previous meta-analytic studies, with the exception of a facet of conscientiousness which revealed a lower correlation with performance than expected. A differential pattern of correlations between the personality scales and performance dimensions was observed that supported some of the theoretically aligned constructs. The correlations between the personality variables and performance were unexpectedly higher among customer facing employees than team-based employees. No hypothesized interaction effects were supported, but some nonlinear relationships were found among some of the personality scales and performance. Drive and energy was a statistically ...
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Consequences of Empowered CNA Teams in Nursing Home Settings: A Longitudinal Assessment

Consequences of Empowered CNA Teams in Nursing Home Settings: A Longitudinal Assessment

Date: January 1, 2007
Creator: Yeatts, Dale E., 1952- & Cready, Cynthia M.
Description: Article on a longitudinal assessment and the consequences of empowered CAN teams in nursing home settings.
Contributing Partner: UNT College of Public Affairs and Community Service