Reducing teacher turnover in Dubai's private international schools

Abstract

Teacher turnover has become a significant problem for schools globally, with research proving that more teachers are now leaving schools, and even the profession, at higher rates than before. The costs of turnover, both direct and indirect, impact schools and their potential to raise student attainment levels. Within the private school sector, there is increasing competition to improve their ratings and student enrolment numbers.

This study examines the causes of teacher turnover in Dubai’s private international schools, focusing primarily on leadership styles, leadership practices and organisational conditions which are present within these schools. The study aims to address the reasons why teachers are leaving schools in search of other posts and provide senior leaders with insight into how to reduce turnover in schools.

This thesis utilised a mixed-methods approach. A survey comprising both closed and open-ended questions was administered to teachers in private schools in Dubai, with 66 participants responding. Further to this, four follow-up interviews were conducted with educators to gain further insight into the reasons for them staying or leaving their current schools. Results were then correlated to assess the impact of some of these factors on turnover rates.

The results indicate that poor working environments, pay, and leadership are the principal reasons for teachers seeking employment elsewhere. Involvement in decision-making, the provision of more professional development opportunities, and decreasing workloads are the main organisational conditions influencing teachers’ job satisfaction. Providing support, open communication, and listening to teachers are leadership strategies that are most effective in decreasing turnover.

These outcomes can be used by educators to attempt to reduce the turnover in Dubai’s private schools. Senior leaders and Boards of Directors of the school groups can use this research as evidence of the strategies that need to be implemented to encourage staff to stay and student outcomes to improve as a result. Further recommendations for this research included the assessment of parental involvement and student behaviour in addressing the causes of turnover as well as further leadership behaviours that were not explored in this paper.