SPECIAL EDUCATION TEACHER ATTRITION AND JOB SATISFACTION

Special Education Teacher Attrition And Job Satisfaction

Table of Contents

Chapter 2: Literature Review2

Employee Attrition And Job Satisfaction In Fields Other Than Teaching3

Sales Stereotype8

Stability Essential9

Problem of Attrition12

Employee Attrition In The Teaching Profession12

Impact of Stress12

Teacher Attrition In Special Education22

Retention And Attrition In General And Special Education23

Retention and Attrition Definitions24

Attrition Rates26

External Factors30

Where Special Education Teachers Go Once They Leave The Profession34

Conceptual Models That Describe The Factors Influencing Special Education Career Decisions37

Need For Further Research49

Chapter 2: Literature Review

This chapter will present a review of the issues which influence job satisfaction and teaching plans of special education teachers. This literature review will begin with an overview of teacher attrition in general, followed by a review of special education teacher attrition. This chapter will then present a summary of the literature on where special education teachers go once they leave the profession. Next, this chapter will present an overview of the conceptual models which have been developed to explain teacher attrition and retention. This chapter will conclude with a summary of what the literature points to regarding the need for further research.

Employee Attrition and Job Satisfaction in Fields Other Than Teaching

The fields of construction, retail, real estate, trade, business, and leisure and hospitality have experienced very high turnover rates among their employees. In 2008, the turnover rate in construction was 72.7%. Attrition and turnover rates as high as 93% and 95% have been noted in leisure and hospitality and arts, entertainment, and recreation (Bureau of Labor Statistics, 2009).

Employee Attrition And Job Satisfaction In Fields Other Than Teaching

As a shortage ensues and difficulties in retention are highlighted, it follows that the reasons nurses leave their jobs must be clearly identified if the issue is to be successfully addressed. Job satisfaction has been cited as a major contributory factor to intent to stay in the international nursing literature, but job satisfaction is a complex phenomenon with many affecting components. Its status as an important predictor of intent to stay has the secondary effect of decreasing turnover, with many authors concluding that a decrease in turnover occurs when a workforce is satisfied.

Whilst substantial literature exists regarding job satisfaction among employees in general and within nursing specifically, there appears to be no agreed precise definition. It has been described as an individual attitude to how well personal expectations at work correspond to outcomes. Therefore, an individual's appraisal of the degree to which the job fulfils one's own job values can cause a positive emotional state of satisfaction or a contrasting negative feeling of dissatisfaction (Stamps and Piedmonte, 2006).

Use of longitudinal design and analysis in management research has been increasing in recent years. Longitudinal research is called for to avoid common method variance, and to examine patterns of change, causal direction, and reciprocal relationships. Furthermore, adequate study of variables that change or develop over time may require longitudinal design. The increase in longitudinal research should be accompanied by a corresponding increase in attention paid to potential problems associated with subject ...