Internal Teacher Turnover in Urban Middle School Reform

Ruby, Allen

doi:10.1207/s15327671espr0704_2

Cited by 11 publications

(7 citation statements)

References 22 publications

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“…Also, variables such as the state of the economy, the nature and characteristics of the job, wage structure, demographic characteristics of individual in the environment unrealistic expectation, poor candidate screening, compensation issues job-scope, work tools and job security were identified as potential causes of labour turnover (Williams etal, 1994, Jackson, 1981and Stear, 1991. These identified causes according to Banjoko (2000) can be classified into two namely pull and push factor and Ruby (2002) added another dimension to it by adding internal and external. The pull factors are those variables that are outside the organisation attracting employees to leave their present jobs while the push factors are the variables within the organisation propelling employees to leave their job.…”

Section: Literature Reviewmentioning

confidence: 99%

A Study Of Labour Turnover And Organisational Productivity In The Cable Industry Of Nigeria Manufacturing Sector

Oginni

Omoyele²

2018

ASSRJ

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The paper focused on the role of labour turnover in organisational productivity in the manufacturing sector with reference to cable industry in Lagos, Nigeria with a view to identifying causes of labour turnover and factors in productivity level; elements of organisational policies; and assess challenges confronting the variables. The study provides a framework to explain factors responsible for labour turnover with its implications on organisational productivity as it was found in the cable manufacturing sector of Nigerian economy which has not been previously investigated by scholars. A survey design was adopted, 5 cable organisations were purposively chosen through a preliminary survey of the cable organisations in the three senatorial districts of Lagos State. A sample of 420 employees was chosen from 650 employees representing 65% response rate. The administered questionnaire was designed in line 5 Likert rating scales. It was found that employees' decision to leave and join another organisation is a constant phenomenon in the world of work which is contingent on many variables such as work design, emotional trauma, location and organisational politics emanating from organisational policies etc. and the result also showed that there is a significant relationship between labour turnover and productivity level of organisation at 0.05 level of sig. It showed that work factors, environmental factors, personal factors as well as organisational policies factors are the basic components of labour turnover with degree of influence on the organisational productivity.

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Section: Literature Reviewmentioning

confidence: 99%

A Study Of Labour Turnover And Organisational Productivity In The Cable Industry Of Nigeria Manufacturing Sector

Oginni

Omoyele²

2018

ASSRJ

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“…In attempting to make sense of this finding, we searched for studies that would help us to explain in more theoretically precise ways why high rates of leadership and teacher turnover might impede organizational functioning. We first searched the literature on school reform, and while we found a number of studies that asserted that there was a negative connection between turnover and organizational functioning (see e.g., Allensworth, Ponisciak, & Mazzeo, 2009; Fink & Brayman, 2006; Hargreaves & Fink, 2000; Partlow, 2007; Ruby, 2002), we found few that have investigated these relationships directly. We also searched the literature on teacher and leadership turnover, and while we found some studies linking turnover to indicators of poor organizational performance (i.e., low morale and poor working conditions) (see e.g., Allensworth et al, 2009; Fink & Brayman, 2006; Ingersoll, 2001; Loeb, Darling-Hammond, & Luczak, 2005; Loeb, Kalogrides, & Horng, 2010), we found few studies that investigated whether or how turnover may shape organizational response to external policy pressures.…”

Section: School Reform Social Context and Organizational Social Capitalmentioning

confidence: 99%

Putting School Reform in Its Place

Holme

Rangel

2012

American Educational Research Journal

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For decades, policymakers and researchers have struggled to understand the reasons that schools in disadvantaged contexts have relatively more trouble responding successfully to reform demands. This analysis extends theory regarding the challenges of school change in disadvantaged contexts by illustrating how the internal resources that schools rely on to respond to external policy demands can be affected by the social contexts in which they are embedded. The article draws on data from a study of five high poverty high schools’ responses to the pressures of Texas’ high stakes accountability system. The case study data illustrate how a school’s social context can precipitate instability in some schools and relative stability in others, how organizational stability in turn can affect schools’ organizational social capital, and how organizational social capital can influence schools’ ability to respond to external policy demands.

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“…The continued lack of teacher preparation contributed to variation in curriculum as teachers taught what they knew. It also contributed to a high rate of teacher turnover not only as science teachers left the school but also as they stayed but switched from teaching science to subjects they felt more prepared to teach (Ruby, 2002). Such turnover impeded the creation of a single curriculum, with all teachers prepared to teach it.…”

Section: Obstacles To Improving Science Achievementmentioning

confidence: 99%

Improving science achievement at high-poverty urban middle schools

Ruby

2006

Sci. Ed.

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A large percentage of U.S. students attending high-poverty urban middle schools achieve low levels of science proficiency, posing significant challenges to their success in high school science and to national and local efforts to reform science education. Through its work in Philadelphia schools, the Center for Social Organization of Schools at Johns Hopkins University developed a teacher-support model to address variation in science curricula, lack of materials, and underprepared teachers that combined with initial low levels of proficiency block improvements in science achievement. The model includes a common science curriculum based on NSF-supported materials commercially available, ongoing teacher professional development built around day-to-day lessons, and regular inclass support of teachers by expert peer coaches. One cohort of students at three Philadelphia middle schools using the model was followed from the end of fourth grade through seventh grade. Their gains in science achievement and achievement levels were substantially greater than students at 3 matched control schools and the 23 district middle schools serving a similar student population. Under school-by-school comparisons, these results held for the two schools with adequate implementation. Using widely available materials and techniques, the model can be adopted and modified by school partners and districts.

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Internal Teacher Turnover in Urban Middle School Reform

Cited by 11 publications

References 22 publications

A Study Of Labour Turnover And Organisational Productivity In The Cable Industry Of Nigeria Manufacturing Sector

A Study Of Labour Turnover And Organisational Productivity In The Cable Industry Of Nigeria Manufacturing Sector

Putting School Reform in Its Place

Improving science achievement at high-poverty urban middle schools

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