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Selecting and Retaining Special Education Teachers : = A Review of Critical Factors to Improve Hiring and Retention.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	Selecting and Retaining Special Education Teachers :/
其他題名:	A Review of Critical Factors to Improve Hiring and Retention.
作者:	Bohannon, Donald L.
面頁冊數:	1 online resource (120 pages)
附註:	Source: Dissertation Abstracts International, Volume: 79-08(E), Section: A.
Contained By:	Dissertation Abstracts International79-08A(E).
標題:	Educational leadership. -
電子資源:	click for full text (PQDT)
ISBN:	9780355778076

Selecting and Retaining Special Education Teachers : = A Review of Critical Factors to Improve Hiring and Retention.
Bohannon, Donald L.

Selecting and Retaining Special Education Teachers :A Review of Critical Factors to Improve Hiring and Retention. - 1 online resource (120 pages)

Source: Dissertation Abstracts International, Volume: 79-08(E), Section: A.

Thesis (Ed.D.)--Missouri Baptist University, 2018.

Includes bibliographical references

The problem studied was an inefficient hiring process at Special School District (SSD). This study examined the impact of utilizing three new screening criteria to improve the hiring process. The research was valuable for SSD and other school districts because teacher attrition negatively impacts student's achievement and increases district resource utilization and costs. Process theory was the foundational piece that supported the study. There were three research questions. The first and second questions asked if graduate grade point average and undergraduate grade point average predicted increased longevity of employment. The third research question asked if previous paraeducator experience predicted increased longevity. The research study was quantitative. Correlational and regression methods were used to predict retention as a function of graduate and undergraduate grade point average. A t-test was used to determine if the two sample means of paraeducator experience or no paraeducator experience were significantly different. An analysis of 200 randomly selected special education teachers failed to disprove the Null Hypothesis associated with the three research questions. However, previous paraeducator experience had a significant negative correlation to teacher retention. The study findings are valuable to SSD because they will inform District Human Resources practice. The district practice of screening based upon grade point average should be examined and refined. Further research on the use of grade point average is recommended. District practice relating to the hiring, assignment, and induction support of new special education teachers with previous experience as a district paraeducator should be studied and improved. This study may positively impact social change by informing SSD hiring and induction practice and improve special education services for students as well as save taxpayer dollars.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9780355778076Subjects--Topical Terms:

585508
Educational leadership.
Index Terms--Genre/Form:

554714
Electronic books.

Selecting and Retaining Special Education Teachers : = A Review of Critical Factors to Improve Hiring and Retention.
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520 $a The problem studied was an inefficient hiring process at Special School District (SSD). This study examined the impact of utilizing three new screening criteria to improve the hiring process. The research was valuable for SSD and other school districts because teacher attrition negatively impacts student's achievement and increases district resource utilization and costs. Process theory was the foundational piece that supported the study. There were three research questions. The first and second questions asked if graduate grade point average and undergraduate grade point average predicted increased longevity of employment. The third research question asked if previous paraeducator experience predicted increased longevity. The research study was quantitative. Correlational and regression methods were used to predict retention as a function of graduate and undergraduate grade point average. A t-test was used to determine if the two sample means of paraeducator experience or no paraeducator experience were significantly different. An analysis of 200 randomly selected special education teachers failed to disprove the Null Hypothesis associated with the three research questions. However, previous paraeducator experience had a significant negative correlation to teacher retention. The study findings are valuable to SSD because they will inform District Human Resources practice. The district practice of screening based upon grade point average should be examined and refined. Further research on the use of grade point average is recommended. District practice relating to the hiring, assignment, and induction support of new special education teachers with previous experience as a district paraeducator should be studied and improved. This study may positively impact social change by informing SSD hiring and induction practice and improve special education services for students as well as save taxpayer dollars.
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