| This study was conducted to better understand the teacher shortage and to identify ways to address it. The approach for this study supports the view that the shortage is rooted in poor teacher retention rather than an insufficient supply of teachers. Too many teachers leave the classroom for reasons other than retirement. This premature exodus has tipped the supply-and-demand scale, causing schools to hire under qualified teachers.;The shortage touches schools in both sectors---public and private---therefore the study was conducted with a little-studied group of 1,200 private school teachers. Guided by the Price and Mueller theoretical model (2001), teacher perceptions were analyzed to explore ways to improve retention, identify professional policies and practices that are important for their growth, and assess attributes of environments that nurture ongoing learning. The findings were organized into practical action plans for schools to consider.;In general, teachers say they are highly satisfied with teaching, are highly commitment to their schools, are not searching for other jobs, and are planning to stay in the teaching profession and at their present school. One departure from the theoretical model relates to extrinsic rewards such as salaries and benefits. The study findings indicate that increasing teacher salaries will probably not influence their job satisfaction or commitment to their schools. However, increasing teacher perceptions of administrator support will likely increase teacher satisfaction and commitment. |
