Keywords
teacher retention
turnover rate
descriptive correlational
Philippines
How to Cite
Abstract
This study determined if there is a significant association between the leadership style of school heads and teacher retention, focusing on three key factors: work environment, job satisfaction, and teachers’ morale, as a basis for a teacher retention plan. A descriptive correlational approach was employed in this study using a comprehensive survey questionnaire to gather data from the 30 school heads and 154 teachers at public elementary schools in Tuguegarao City. Statistical tools were employed to analyze and interpret the data, such as frequency and percentage distribution, mean and descriptive statistics, and inferential statistics, specifically Pearson Correlation. While teacher turnover rate was expressed as a percentage using the number of teachers who left divided by the total number of employed teachers. The results showed that the teachers predominantly observed the transactional leadership style. The study showcased that the teacher turnover rate is currently 18.11 percent. It was then revealed that out of the three main factors influencing teacher retention, teachers’ morale was the most affected, which indicated that teacher retention was highly affected by teacher’s morale. Only the analysis of teachers’ morale revealed a significant difference based on the type of school employed, where teachers’ morale is significantly higher in mega schools. The study concluded that the three leadership styles analyzed exhibit strong positive correlations with work environment, job satisfaction, and teacher morale, indicating their potential influence on teacher retention. The analysis revealed that transformational leadership style predominantly influences teacher retention, greatly affecting teachers’ morale and job satisfaction. Based on the findings and conclusion, it is recommended that the local education board of Tuguegarao City and school supervisors should review, enhance, and implement the proposed teacher retention plan.References
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