國立虎尾科技大學 |

Central Office Leaders' Role in Supporting Principal Human Capital in a Turnaround District.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	Central Office Leaders' Role in Supporting Principal Human Capital in a Turnaround District./
作者:	Icin, Eylem B.
面頁冊數:	1 online resource (115 pages)
附註:	Source: Dissertation Abstracts International, Volume: 79-09(E), Section: A.
Contained By:	Dissertation Abstracts International79-09A(E).
標題:	Educational leadership. -
電子資源:	click for full text (PQDT)
ISBN:	9780355906172

Central Office Leaders' Role in Supporting Principal Human Capital in a Turnaround District.
Icin, Eylem B.

Central Office Leaders' Role in Supporting Principal Human Capital in a Turnaround District. - 1 online resource (115 pages)

Source: Dissertation Abstracts International, Volume: 79-09(E), Section: A.

Thesis (Ed.D.)--Boston College, 2018.

Includes bibliographical references

This qualitative case study explored the role central office leaders played in recruiting, developing and retaining principal human capital in Lawrence Public Schools. One of the key strategies of central office transformation is the creation of assistance relationships with principals, which serves as the conceptual framework for this study. Data was gathered from interviews with central office leaders and principals as well as a document review. The results of the study found that central office leaders targeted principals with certain characteristics and recruited candidates from within and outside of the district. Central office leaders provided in-district professional development and engaged external organizations in the process. Work environment and a focus on cultivating local talent contributed to principal retention. Findings further indicated that the assistance relationships developed between central office leaders and principals contributed to principal development and retention through their impact on the work environment. Recommendations include continual examination of work environment and development of assistance relationships for their contribution to principal human capital. Future researchers may continue to contribute to the growing body of literature by examining these findings and offering a longitudinal view of this practice. This strand's findings may provide insights into practices to recruit, develop and retain principals in low-performing districts.

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

Mode of access: World Wide Web

ISBN: 9780355906172Subjects--Topical Terms:

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

554714
Electronic books.

Central Office Leaders' Role in Supporting Principal Human Capital in a Turnaround District.
LDR:02756ntm a2200349Ki 4500 001 919741
005 20181129120547.5
006 m o u
007 cr mn||||a|a||
008 190606s2018 xx obm 000 0 eng d
020 $a 9780355906172
035 $a (MiAaPQ)AAI10786658
035 $a (MiAaPQ)bc:11663
035 $a AAI10786658
040 $a MiAaPQ $b eng $c MiAaPQ $d NTU
100 1 $a Icin, Eylem B. $3 1194377
245 1 0 $a Central Office Leaders' Role in Supporting Principal Human Capital in a Turnaround District.
264 0 $c 2018
300 $a 1 online resource (115 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
500 $a Source: Dissertation Abstracts International, Volume: 79-09(E), Section: A.
500 $a Adviser: Martin Scanlan.
502 $a Thesis (Ed.D.)--Boston College, 2018.
504 $a Includes bibliographical references
520 $a This qualitative case study explored the role central office leaders played in recruiting, developing and retaining principal human capital in Lawrence Public Schools. One of the key strategies of central office transformation is the creation of assistance relationships with principals, which serves as the conceptual framework for this study. Data was gathered from interviews with central office leaders and principals as well as a document review. The results of the study found that central office leaders targeted principals with certain characteristics and recruited candidates from within and outside of the district. Central office leaders provided in-district professional development and engaged external organizations in the process. Work environment and a focus on cultivating local talent contributed to principal retention. Findings further indicated that the assistance relationships developed between central office leaders and principals contributed to principal development and retention through their impact on the work environment. Recommendations include continual examination of work environment and development of assistance relationships for their contribution to principal human capital. Future researchers may continue to contribute to the growing body of literature by examining these findings and offering a longitudinal view of this practice. This strand's findings may provide insights into practices to recruit, develop and retain principals in low-performing districts.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2018
538 $a Mode of access: World Wide Web
650 4 $a Educational leadership. $3 585508
650 4 $a Educational administration. $3 1148465
650 4 $a Education. $3 555912
655 7 $a Electronic books. $2 local $3 554714
690 $a 0449
690 $a 0514
690 $a 0515
710 2 $a ProQuest Information and Learning Co. $3 1178819
710 2 $a Boston College. $b LSOE - Educational Leadership and Higher Education. $3 1188148
773 0 $t Dissertation Abstracts International $g 79-09A(E).
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10786658 $z click for full text (PQDT)