Hiring the Best Teachers? Rural Values and Person–Organization Fit Theory

Little, Paula S.; Miller, Stephen K.

doi:10.1177/105268460701700201

Cited by 9 publications

(3 citation statements)

References 54 publications

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“…Participants acknowledge the complexity of balancing their intuitive nature with the required use of objective measures to determine a candidate’s fit within the organization. In their study exploring hiring officials’ perceptions of person–organizational fit in rural Kentucky school districts, Little and Miller (2007) suggest that hiring officials with strong rural values “demonstrated a preference for idiosyncratic fit–items that reflected local community norms” (p. 143).…”

Section: Discussionmentioning

confidence: 99%

The Influence of Intuition on Human Resource Officers’ Perspectives on Hiring Teachers of Color

Goings

Walker

Wade

2020

Journal of School Leadership

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There has been growing scholarly discourse on the topic of diversifying the teacher workforce. However, the perspectives of human resource officers (HROs), who are often involved in the hiring of teachers, are excluded. As a result, this qualitative study explores 12 school district HROs’ perspectives on diversifying the teacher workforce and how intuition specifically influences their hiring decisions of teachers of color. Findings suggest HROs use intuition in determining a candidate’s fit for the organization, but they have conflicting perspectives on whether intuition should be used in hiring decisions. The participants admit teacher diversity is not always their primary goal in hiring decisions while also acknowledging the importance of a diversified teacher workforce. These findings first point to the importance of including HROs in the scholarly discourse on diversifying the teaching profession as in many ways they operate as gatekeepers for teacher candidates. Moreover, given that participants earned their advanced degrees in educational leadership, findings from this study signal the importance of educational leadership programs being intentional in providing coursework on equitable hiring practices, so hiring decisions are not based only on intuitive hunches, but rather on data.

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Section: Discussionmentioning

confidence: 99%

The Influence of Intuition on Human Resource Officers’ Perspectives on Hiring Teachers of Color

Goings

Walker

Wade

2020

Journal of School Leadership

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“…Similarly, it depends on a steering committee comprised of local leaders (three to four members including hospital, public health, and other nonprofit employees) to spearhead the assessment process. Using locals is paramount to gaining entrée into rural communities where preference is given to insiders and outsiders may be perceived with caution (Little & Miller, 2007). Moreover, relying on local leadership establishes the CHNA as a collaborative process where research is done with community members (Lincoln & Guba, 1985).…”

Section: Overview Of Rural Community Group Modelmentioning

confidence: 99%

Conducting Community Health Needs Assessments in Rural Communities

Becker

2014

Health Promotion Practice

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The Affordable Care Act of 2010 requires all nonprofit hospitals in the United States to conduct a Community Health Needs Assessment (CHNA) at least every 3 years. With this law in its infancy, the best practice to conduct an assessment that complies with the law is unknown. Research designs vary across states and agencies, and little is known about the reliability or representativeness of results. The rural community group model (RCGM) is a newly developed model designed for conducting assessments in rural communities. Key components of the model are disseminating surveys, conducting key informant interviews, facilitating focus groups, and integrating secondary data of county-level health behaviors and outcomes. It has been used to conduct CHNAs on more than half the critical access hospitals in North Dakota (58%). Given this large sample size, which used the same methodology, this article provides an evaluation of the model focusing on lessons learned and challenges encountered in the conduct of CHNAs. Particular strategies for assessment planners are warding off group think, monitoring against bias creep in data collection, and integrating multiple data sources to inform decision making. The model is recommended for replication in rural settings to provide meaningful feedback that allows a hospital to match long-term planning with community needs.

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“…Moreover, comparing between principals from a strong rural background and larger districts, Little and Miller (2007), state that those who have rural values focus on the candidate's fit with the school. They also note that principals choose candidates that match with the existing value system rather than candidates with strong credentials (2007).…”

Section: Compatibility/affiliation With the Principal's Leadership St...mentioning

confidence: 99%

Principals' Reported Practices in their Hiring Process of Teachers: An Exploratory Study in Lebanese Private Schools

Jabbour

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The purpose of this exploratory study was to examine the hiring decision of principals in a sample of Lebanese private schools. The study aimed at exploring what school principals look for in a teacher candidate and what factors influence their hiring decision. The factors included the teacher’s credentials and character, religion, affiliation with the principal’s leadership style, job recommendations, and nepotism. A total of 27 principals from various private schools in Lebanon participated in this study. The study relied on 27 close-ended questions and 10 open-ended questions collected upon studying ample surveys from existing similar research studies. Data were collected and analyzed. The results showed that the teacher’s character and personality mattered most; recommendations from trusted sources were relied upon; religious beliefs were also valued.

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Hiring the Best Teachers? Rural Values and Person–Organization Fit Theory

Cited by 9 publications

References 54 publications

The Influence of Intuition on Human Resource Officers’ Perspectives on Hiring Teachers of Color

The Influence of Intuition on Human Resource Officers’ Perspectives on Hiring Teachers of Color

Conducting Community Health Needs Assessments in Rural Communities

Principals' Reported Practices in their Hiring Process of Teachers: An Exploratory Study in Lebanese Private Schools

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