Ej 1207959
Ej 1207959
Ej 1207959
CHINYEREM U. MADUMERE-OBIKE
University of Port Harcourt, Nigeria
CHINYERE C. UKALA
University Of Port Harcourt, Nigeria
AKACHUKWU I. NWABUEZE
University Of Nigeria
ABSTRACT
This study examined the management of teacher attrition rate for quality education deliv-
ery in public senior secondary schools in Rivers State, Nigeria. Three research questions and two
hypotheses were formulated to guide the study. Analytical survey design was adopted. Population
of the study consisted of two hundred and forty-seven (247) public secondary schools with 247 male
and female principals and 7,713 teachers in Rivers State. The sample size consisted of 1,104 respon-
dents (both Principals and Teachers) of public senior secondary schools in Rivers State representing
14% of the study population. A self-constructed instrument questionnaire tagged “Managing Teach-
er Attrition Rate for Quality Education Delivery Questionnaire” (MTARQEDQ) was used for data
collection. The instrument was validated and its reliability co-efficient was established at 0.83. The
mean and standard deviation were used in answering the research questions while z-test statistical
tool were used in testing the hypotheses at a .05 level of significance. The findings revealed that
there was no significant difference between the mean scores of principals and teachers on the caus-
es of teacher attrition rate for quality educational delivery in Rivers State public senior secondary
schools. Also there was a significant difference between the mean score of principals and teachers
on the challenges posed by teacher attrition rate. Significant difference also exists in between the
mean scores of male and female teachers on the ways effective management of teacher attrition rate
can enhance quality teaching. The study concluded that better services and good welfare packages
for teachers can reduce teacher attrition rate. Paying attention to teachers by giving them equal
regards with other professions will increase teachers’ retention.
INTRODUCTION
Teachers are the key inputs in educational production process. Their source and stability
in the system are the most important keys to improving learning outcome. Teachers are in a service
organization that is geared towards human development and character molding. That is why the
National Policy on Education declared that, no educational system can rise above the quality of its
teachers (Federal Republic of Nigeria, 2013). The success of any educational organization depends
on the teaching staff since the teacher is central to the learning process; hence, the teacher’s position
is sacred in relation to the students and the society. However, over the years, the teaching profes-
sion has been relegated to the background as a result of the so-called ‘greener pastures’. This is the
clamour for oil companies and other occupation that offer higher pay and greater prestige. Thus, the
teaching force began to lose its best workforce. The qualified teachers are constantly lost to other
THEORETICAL FRAMEWORK
The theoretical Framework of this study was based on the human capital theory of occupa-
tional choice propounded by Kuby and Grissimerin (1993). This theory posits that individuals make
systematic assessment of the net monetary and non-monetary benefit from occupations and make
systematic decisions on how to enter careers, stay or leave an occupation.
RESULTS
Research Question 1: what are the causes of teacher attrition rate in public senior secondary schools
in Rivers State?
Data on Table 1 (See Appendices) showed that, all the items (1-10) had weighted mean scores
above the mean criterion of 2.50 and were determined to be the causes of teacher attrition rate in
public senior secondary schools in Rivers State. In summary, with an aggregate weighted mean of
2.96 which is above the criterion mean of 2.50, the respondents agreed that the tested variables are
the causes of teacher attrition rate in public senior secondary schools in Rivers State. Therefore, the
causes of teacher attrition rate in public senior secondary schools in Rivers State include: inade-
quate teaching salary, delays in career structure and promotion, inadequate instructional materials
in school, poor classroom conditions, lack of better physical facilities in school, low level of recog-
nition for secondary school teachers by government officials/parents/students, low socio-economic
status compared to other non-teaching employees with similar qualification, insufficient support of
teachers by school management, students’ disciplinary problems frustrating teachers in school, and
lack of provision for teachers’ professional development.
Research Question 2: What are the strategies for managing teacher attrition rate for quality teach-
ing delivery in public senior secondary schools in Rivers State?
Data on Table 2 (See Appendices) showed that, all the items (1-15) had weighted mean
scores above the criterion mean of 2.50 and were determined to be the strategies for managing
teacher attrition for quality teaching delivery in public secondary School in Rivers State. In sum-
Research Question 3: What are the challenges posed by teacher attrition rate in public senior sec-
ondary schools in Rivers State?
Data on Table 3 (See Appendices) showed that, all the items (1-10) had weighted mean
scores above the criterion mean of 2.50 and were determined to be the challenges posed by teacher
attrition in public senior secondary schools in Rivers State. In summary, with an aggregate weighted
mean of 2.94 which is above the criterion mean of 2.50, the respondents agreed that all the variables
tested are the challenges posed by teacher attrition rate in public senior secondary schools in Rivers
State. Therefore, the challenges posed by teacher attrition rate in public senior secondary schools in
Rivers State include: laissez-faire attitude among students, student lack of discipline, lack of com-
mitment by students, lack of full coverage of school work, too much workload for the remaining
teachers, low morale among the remaining teachers, employment of unqualified teachers, disor-
derliness in school leading to low productivity, poor school environment, and lack of government
attention to the affairs of the school.
Hypotheses Testing
Ho1: There is no significant difference between the mean scores of principals and teachers on the
causes of teacher attrition rate in Rivers State public senior secondary schools.
Table 4: Summary of z-test Analysis on the mean scores of principals and teachers on the causes of
Table 4: Summary of z-test Analysis on the mean scores of principals and teachers on the causes of
teacher
teacherattrition
attritionrate
rateininRivers
RiversState
Statepublic
public senior
senior secondary schools.
secondary schools.
DataononTable
Data Table 4 revealed
4 revealed the the summaries
summaries of subject,
of subject, mean,mean, standard
standard deviation
deviation and z-test
and z-test of
of differ-
difference
ence betweenbetween
the meanthescores
meanofscores of principals
principals and on
and teachers teachers on the
the causes causes of
of teacher teacher
attrition attrition
rate rateState
in Rivers in
Riverssenior
public Statesecondary
public senior secondary
schools. schools. The
The calculated calculated
z-test z-test
value used invalue
testingused in testingstood
hypothesis hypothesis
at 0.98,stood
while
at 0.98, value
z-critical whilestood
z-critical value using
at ±1.961 stood 1076
at ±1.961 using
degree 1076 degree
of freedom of freedom
at 0.05 at 0.05 levelAt
level of significance. of significance.
0.05 level of
At 0.05 level of significance and 1076 degrees of freedom, the calculated z-value of 0.98 is less
than the z-critical value of ±1.961. Hence there is no significant difference between the responses
of the two groups of respondents. Consequently, the researchers accepted the null hypothesis, and
concluded that there is no significant difference between the mean scores of principals and
Educational
teachers on thePlanning
causes of teacher attrition rate in 52 Rivers State public senior secondary Vol. 25, No. 4
schools.
HO2: There were no significant difference between the mean scores of principals and teachers on
Principals 98 3.07 0.73 0.05 1076 0.98 ±1.961 Not
Teachers 980 2.82 0.48 significant
(accept HO1)
Data on Table 4 revealed the summaries of subject, mean, standard deviation and z-test of
difference between the mean scores of principals and teachers on the causes of teacher attrition rate in
Rivers State public senior secondary schools. The calculated z-test value used in testing hypothesis stood
significance
at 0.98, whileandz-critical
1076 degrees of freedom,
value stood at ±1.961the calculated
using z-value
1076 degree of 0.98
of freedom at is
0.05less than
level of the z-critical
significance.
value of ±1.961.
At 0.05 level ofHence there is and
significance no significant difference
1076 degrees between
of freedom, the the responses
calculated of theoftwo
z-value groups
0.98 is lessof
than the z-critical
respondents. value ofthe
Consequently, ±1.961. Hence accepted
researchers there is nothesignificant difference
null hypothesis, andbetween
concluded thethat
responses
there is
noofsignificant
the two groups of respondents.
difference between theConsequently,
mean scores of theprincipals
researchers
andaccepted
teacherstheon null hypothesis,
the causes and
of teacher
concluded
attrition that
rate in thereState
Rivers is nopublic
significant difference schools.
senior secondary between the mean scores of principals and
teachers on the causes of teacher attrition rate in Rivers State public senior secondary schools.
HO2: There were no significant difference between the mean scores of principals and teachers on the
HO2: There were no significant difference between the mean scores of principals and teachers on
challenges posedposed
the challenges by teacher attrition
by teacher rate rate
attrition in Rivers StateState
in Rivers public senior
public secondary
senior schools.
secondary schools.
Summary
Table5: 5:
Table Summary of of
z-test Analysis
z-test on on
Analysis the the
mean scores
mean of principals
scores and and
of principals teachers on the
teachers onchal-
the
lenges posed by teacher attrition rate in Rivers State public senior secondary schools.
challenges posed by teacher attrition rate in Rivers State public senior secondary
schools.
DataononTable
Data Table5 5revealed
revealedthe
thesummaries
summariesof of subject,
subject, mean,
mean, standard
standard deviation
deviation and
and z-test
z-testofof
difference between the mean scores of principals and teachers on the challenges
difference between the mean scores of principals and teachers on the challenges posed by teacher posed by teacherat-
attrition rate in Rivers State public senior secondary schools. The calculated z-test value
trition rate in Rivers State public senior secondary schools. The calculated z-test value used in testing used in
testing hypothesis stood at 2.20, while z-critical value stood at ±1.96 using 1076 degree of freedom
hypothesis stood at 2.20, while z-critical value stood at ±1.96 using 1076 degree of freedom at 0.05
at 0.05 level of significance. At 0.05 level of significance and 1076 degrees of freedom, the
level of significance.
calculated z-value ofAt2.20
0.05islevel of significance
greater and 1076
than the z-critical degrees
value of freedom,
of ±1.96, Hencethe calculated
there z-value
is a significant
ofdifference
2.20 is greater than the z-critical value of ±1.96, Hence there is a significant difference
between the responses of the two groups of respondents. Consequently, the researcher between
therejected
responsesthe of thehypothesis,
null two groupsand of respondents.
concluded thatConsequently, the researcher
there is a significant rejected
difference betweenthethe
null
meanhy-
pothesis,
scores ofand concluded
principals and that thereonisthe
teachers a significant
challengesdifference
posed by between the meanrate
teacher attrition scores of principals
in Rivers State
and teachers
public onsecondary
senior the challenges posed by teacher attrition rate in Rivers State public senior secondary
schools.
schools.
DISCUSSION OF FINDINGS
CONCLUSION
Based on the findings of the study, it was concluded that, better services and good welfare
packages for teachers can reduce teacher attrition rate. Paying attention to teachers by giving them
equal regards like other professions would increase their retention. Continuous increase in teacher
attrition rate brings about a collapse in secondary education. This is evidenced by the fact that the
available teachers in public schools may not have the needed experience and skills to handle stu-
dents. Furthermore, when teachers’ needs are met, as well as motivated, they will always want to
retain their jobs.
RECOMMENDATIONS
Based on the findings and conclusion of the study, the researchers also recommended that
among others that social recognition/prestige should be accorded to teaching, as this will give teach-
ers a sense of dignity, thereby making them feel as important as other profession and qualified and
dedicated teachers should be employed to handle different subject areas in order to reduce work load
on them. This will encourage them to remain as well as enhance quality delivery in schools.
2 Delays in career structure and promotion 2.98 1.22 2.80 1.16 2.89 Agreed
3 Inadequate instructional materials in school 3.04 1.24 2.89 1.18 2.97 Agreed
4 Poor classroom conditions 3.08 1.26 2.88 1.18 2.98 Agreed
56
5 Lack of better physical facilities in school 3.13 1.28 2.79 1.16 2.96 Agreed
6 There is low level of recognition for secondary school teachers by 3.12 1.28 2.71 1.14 2.92 Agreed
government officials, parents and student
7 Secondary school teachers have low socio-economic status 2.98 1.22 2.86 1.17 2.92 Agreed
compared to other non-teaching employees with similar
qualification
8 Insufficient support of teachers by school management 3.04 1.24 2.80 1.16 2.92 Agreed
9 Students’ disciplinary problems frustrate teachers in school 2.08 1.26 2.89 1.18 2.99 Agreed
10 There is no provision for teachers’ professional development 3.13 1.28 2.88 1.18 3.01 Agreed
Average 3.07 1.26 2.82 1.17 2.96 Agreed
Educational Planning
Vol. 25, No. 4
Table 2: mean ( X ) and standard deviation (SD), on the responses of Principals and Teachers on the strategies for managing teacher
attrition rate for quality teaching delivery in public senior secondary schools in Rivers State.
S/N Items Principals Teachers Mean Remark
Set
SD SD
X X
1 Implementation of new salary structure for teachers. 3.13 1.28 2.79 1.16 2.96 Agreed
2 Maintaining well-furnished and attractive offices and classroom in 3.12 1.28 2.71 1.14 2.92 Agreed
schools.
3 Regular promotion of teachers as at when due. 3.09 1.26 2.86 1.17 2.98 Agreed
4 Adequate remuneration such as car loans; housing loans and 3.04 1.24 2.80 1.16 2.92 Agreed
health
5 Enlistment of teachers for staff professional development 3.08 1.26 2.80 1.16 2.94 Agreed
programmes such as in-service trainings, study leave etc
57
6 Social recognition/prestige accorded to teaching 3.12 1.28 2.86 1.17 2.99 Agreed
7 Recruitment of the best brains and those who love teaching. 2.98 1.22 2.88 1.18 2.91 Agreed
8 Schools should be modernize to meet the 21st century standard 3.04 1.24 2.79 1.16 2.92 Agreed
9 School management should save money to invest in the long run to 3.08 1.26 2.71 1.14 2.90 Agreed
support teachers
10 Grant of favourable retirement/pension policy 2.92 1.19 3.04 1.24 2.98 Agreed
11 Special ways for honoring and awarding teachers should be given 2.97 1.21 3.04 1.24 3.01 Agreed
to appreciate teachers’ effort
12 Protection of teachers against hazards in the school i.e. insult from 2.97 1.21 3.13 1.28 3.05 Agreed
students and protection from kidnappers
Educational Planning
13 Grant of special allowances to rural teachers 3.04 1.24 3.04 1.24 3.04 Agreed
14 Provide staff with ICT skills for quality service delivery 3.14 1.29 3.03 1.24 3.09 Agreed
15 Mentoring of teachers to retain and enhance their teaching quality. 3.06 1.25 2.71 1.14 2.89 Agreed
Average 3.05 1.25 2.88 1.19 2.97 Agreed
Vol. 25, No. 4
Table 3: Mean and Standard Deviation (SO), on the Responses of Principals and Teachers on the challenges posed by teacher
attrition rate in public senior secondary schools in Rivers State.
S/N Items Principals Teachers Mean Remark
Set
SD SD
X X
1 Laissez-faire attitude among students 3.18 1.31 2.71 1.14 2.95 Agreed
2 Student lack of discipline 2.96 1.21 2.75 1.15 2.86 Agreed
3 Lack of commitment by students 3.04 1.24 2.89 1.18 2.97 Agreed
58
4 Lack of full coverage of school work 3.08 1.26 2.70 1.14 2.89 Agreed
5 Too much workload for the remaining teachers 3.13 1.28 2.79 1.16 2.96 Agreed
6 Low morale among the remaining teachers 3.12 1.28 2.71 1.14 2.92 Agreed
7 Employment of unqualified teachers 3.09 1.26 2.86 1.17 2.98 Agreed
8 Disorderliness in school leading to low productivity 3.04 1.24 2.80 1.16 2.92 Agreed
9 Porous school environment 3 .08 1.26 2.86 1.17 2.97 Agreed
10 Lack of government attention to the affairs of the school 3.13 1.28 2.88 1.18 3.01 Agreed
Average 3.09 1.26 2.80 1.16 2.94 Agreed
Educational Planning