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FACTORS INFLUENCING TEACHERS INTENTION TO REMAIN IN TEACHING


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Abstract

The study examines the factors influencing teachers intention to remain in teaching profession as teacher turnover is a critical issue for the public education community because it influences student performance, school climate, and employee morale. In a large urban school in Nigeria, the turnover rate has been high; teacher morale is low, and teacher participation in the school community is lacking. Guided by Maslow’s theory of motivation which is characterized by motivational needs that drive individuals to improved performance. The research questions focused on teachers’ perceptions about factors that could influence their decision to continue or leave their teaching positions. A structured questionnaire was adopted by the researcher as a method of data collection and the method of data analysis was the percentage and graphical representation method with the aid of SPSS 21. The study concludes that teachers in both secondary and primary education has a massive teacher’s shortage as a result the few left are overuse with little or no incentives.

CHAPTER ONE

INTRODUCTION

Background of the study

In this world of globalization there are growing changes in the society in which we leave and in which educations organizations operate. There are also growing changes and challenges taking place inside work organization themselves. These changes and challenges have an impact on the management of the people at work and the performance of these organizations on the one hand and on the environment in which work organizations must exist on the other hand (Ngirwa 2015). Nigeria is one of the countries that struggles to improve its quality whereby currently there are many schools from local and urban areas, which provide educational opportunities and facilities. For school to function effectively and meet their goals they need to have enough teachers to accomplish duties and responsibilities of teaching and learning and others related to these. Attempts to better education facilities in the teaching and learning process in schools will never succeed if measures are not taken to enable teachers, who intend to leave the teaching profession, to reserve their intension. Teacher motivation has become an important issue given their responsibility to impart knowledge and skills to learners. It is argued that satisfied teachers are generally more productive and can influence students’ achievement (Mertler, 2012). However, measuring the determinants and consequences of work motivation is complex because these psychological processes are not directly observable and there are numerous organizational and environmental obstacles that can affect goal attainment. Teacher motivation depends critically on effective management, particularly at the school level. If systems and structures set up to manage and support teachers are dysfunctional, teachers are likely to lose their sense of professional responsibility and commitment. Teachers’ management is most crucial at the school level, where the importance of teachers’ work and their competence in performing it are crucially influenced by the quality of both internal and external supervision. These factors often drive Nigerian teachers to seek alternative means of livelihood (Akyeampong and Bennell 2007) which we argue will lead to high rate of teacher absenteeism, inability to adequately prepare lesson materials and consequently ill-prepared classes. To shine a light in this supposedly gloomy picture of the Nigerian teacher’s current state requires a number of elements. Several studies have pointed in the direction of a willing and committed government program of action that takes into consideration the relevance of basic and secondary education, the need for empowered and motivated teaching staff and well-equipped schools. Many other studies (such as Oyeleke 2012) have argued nonetheless that “effective teaching can only occur when teachers promote excellence and are motivated to perform at a high level”.

  • STATEMENT OF THE PROBLEM

Teachers are having low performance due to the insufficient motivational factors that lead to their high turnover intentions as well. This bad or poor performance impacts the student’s education as well. The poor performance of teachers is a global phenomenon that cannot be ignored in Western as well as Eastern context. The poor teacher’s performance lead to several problems for schools such as low students satisfaction from their schools, students turnover intentions, hiring cost of new staff, delay in delivery of education. All such poor performances of teachers lead to poor quality of students that become useless for their societies. And may become a burden on their country in future. Also the leaving intentions of teachers destroy the good reputations of a school as well. Due to turnover issues, the students’ education and time suffers a lot that lead to their dissatisfaction from their studies and school as well. Both poor teachers’ performance and high turnover issues impact on school performance as well. Macdonald, (2009) states that most of the secondary school teachers leaving teaching profession are those, who are the most qualified (Gatalica, 2013). Based on this, there is a need to know the intention of teachers who intend to remain in the teaching profession so that, measures can be taken to minimize their numbers by improving working environment so as to improve the quality of education.

  • OBJECTIVE OF THE STUDY

The study has one main objective which is subdivided into general and specific objectives, the general objective is to examine the factors influencing teachers intention to remain in the teaching profession; the specific objectives are;

  1. To examine the factors that influences teachers to stay in the teaching profession
  2. To examine if there is any relationship between teachers motivation and intension to remain in the profession
  • To examine the impact of motivation on teachers’ intention to remain in the teaching profession in favor of other opportunities in Nigeria.
  1. To examine the role of incentives on teachers’ intention to remain the teaching profession in favor of other opportunities in Nigeria
    • RESEARCH QUESTIONS

The following research questions were formulated by the researcher to aid the completion of the study.

  1. Are there factors that influences teachers to stay in the teaching profession?
  2. Is there any significant relationship between teacher’s motivation and intension to remain in the profession?
  • Does motivation on teachers’ have any impact on the intention to remain in the teaching profession in favor of other opportunities in Nigeria?
  1. Does incentives play any role on teachers’ intention to remain the teaching profession in favor of other opportunities in Nigeria?

 

  • RESEARCH HYPOTHESES

The following research hypotheses were formulated by the researcher to aid the completion of the study;

H0: There is no significant relationship between teacher’s motivation and intension to remain in the profession

H1: There is a significant relationship between teacher’s motivation and intension to remain in the profession

H0: Incentives does not play any role on teachers’ intention to remain the teaching profession in favor of other opportunities in Nigeria

H2: Incentives does play a role on teachers’ intention to remain the teaching profession in favor of other opportunities in Nigeria

SIGNIFICANCE OF THE STUDY

To assist educational leaders in identifying influencing factor leading teachers intention to remain on their teaching profession rather than sourcing for  opportunities in other profession.  The study will be beneficial to other researchers as source of reference and information to educational administrators and managers to know what factors discourage secondary schools from remaining in the teaching profession but rather encourage them to leave profession in preference of other job opportunities. By identifying such factors it is then possible to tackle the problem

SCOPE AND LIMITATION OF THE STUDY

The scope of the study covers the influence of teacher’s intension to remain in the teaching profession, in the course of the study, there are some factors that limit the scope of the study;

  1. a) AVAILABILITY OF RESEARCH MATERIAL: The research material available to the researcher is insufficient, thereby limiting the study
  2. b) TIME: The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.
  3. c) Organizational privacy: Limited Access to the selected auditing firm makes it difficult to get all the necessary and required information concerning the activities

1.8 OPERATIONAL DEFINITION OF TERMS

Teachers

A teacher is a person who helps students to acquire knowledge, competence or virtue. Informally the role of teacher may be taken on by anyone

Teaching profession

Teaching profession is the process of inspiring and motivating students to realize and exceed their potentials

Motivation

Motivation is a driving factor for actions, willingness, and goals. Motivation is derived from the word motive, or a need that requires satisfaction

Student

A student is primarily a person enrolled in a school or other educational institution and who is under learning with goals of acquiring knowledge, developing professions and achieving employment at desired field

 

1.9 ORGANIZATION OF THE STUDY

This research work is organized in five chapters, for easy understanding, as follows

Chapter one is concern with the introduction, which consist of the (overview, of the study), statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study. Chapter two highlights the theoretical framework on which the study is based, thus the review of related literature. Chapter three deals on the research design and methodology adopted in the study. Chapter four concentrate on the data collection and analysis and presentation of finding.  Chapter five gives summary, conclusion, and recommendations made of the study

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Author: SPROJECT NG