Exploring Factors Influencing Teacher Turnover in Schools

Turnover is one of the most imperative issues to organisations. Turnover is representing the movement of teachers out of the school to seek out a replacement job with another employer. When new job draws in representatives and pulls them to leave the old one. So, each school ought to endeavour to draw in and hold the best and right quality of the teachers. There is various factors impact the movement of teachers within and out of the job. This study thus specifically looked at factors for accrued teacher turnover within the school.

Compensation and benefits are essential to employees in any organisation because it is to meet their needs for necessities in life. Compensation and benefits are therefore used to encourage employees in the development of skills as Vandenberghe & Tremblay, (2008). Researchers have consistently found that teachers who were paid lower salaries were more prone to leave than those who were paid higher pay rates. When the employees compare their pay within their organisation and across different organisations caused the

(2004). Research literature recommends that the primary reasons teacher turnover leave their job is because of the poor relationship with school management, lack of opportunity to teach effectively, poor communication, student discipline, and less appreciation of teacher’s hard work,. The job satisfaction is also associated with teachers’ commitment in their tasks. The impact of heavy workload makes a lot of grievances from teachers. Ishak (2004) cited that job satisfaction related to emotional reaction, feelings of preferences or dislikes an employee have towards an employment. Whenever a teacher gives the interest in work and show the positive feelings, therefore the outcome of the work will be satisfying and more contributions. Therefore, better respect, status, and working conditions are necessary to provide the job