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This study aims to assess and examine secondary school teachers' perceptions of school climate and job satisfaction in five diverse countries: Japan, Korea, Finland, the United States of America (USA), and Australia. It explores the impact of school climate on teachers' job satisfaction, a pivotal factor influencing teacher retention, mobility, and professional development. In order to improve teachers' skills and abilities in the classroom, improving teachers' job satisfaction and understanding the factors that influence it is highly critical. Utilizing secondary data from the Teaching and Learning International Survey (TALIS) 2018, this study provides valuable insights. The findings reveal that teachers in all five countries generally hold positive perceptions of school climates and report high job satisfaction. However, teachers in Japan and Korea express comparatively lower job satisfaction levels when contrasted with their counterparts in Finland, the USA, and Australia. Furthermore, their perceptions of school climate also rank lower. Consequently, this study concludes that a positive correlation exists between favorable perceptions of school climate and elevated job satisfaction. This assertion is supported by regression analyses, individual country data, and aggregate data from all five countries.

This study aims to explore the impact of dual learning on preschool teachers' thriving at work and creative performance, and whether preschool teachers' thriving at work acts as a mediating factor in the relationship between dual learning and teachers' creative work. The participants were preschool teachers from Taiwan. Convenience sampling was used, resulting in a sample size of 388 people. The study results found that preschool teachers' dual learning, which includes both exploitative and exploratory learning, can improve the novelty and usefulness of their work and creativity. Furthermore, the study found that preschool teachers' thriving at work mediates the relationship between dual learning and creativity. This study also discovered that dual learning should combine and complement both exploitative and exploratory learning to achieve balance and the most significant effect. Therefore, it is essential to first help preschool teachers engage in both exploitative and exploratory learning. Schools and kindergartens can also provide relevant courses to help teachers combine these two learning methods. By integrating and complementing their advantages and disadvantages, a balance in learning can be achieved, thereby promoting teachers' creativity in their work.

Background/purpose: Leadership behaviors correlate with job satisfaction, which is supposed to have impact on overall organizational performance. This study aimed to establish a model to explain organizational performance by determining the relational effect size between transformational and transactional leadership, job satisfaction, and organizational performance, and to examine the moderating effect of educational context. Materials/methods: Meta-analytic structural equation modeling (MASEM) technique was used to determine the effect size of the relationship between transformational and transactional leadership, job satisfaction, and organizational performance. The model-data fit of the models established between these variables was then examined. Correlation coefficients from 25 primary studies were combined according to the random effects model. Results: Analysis showed that significant effect sizes (p < .05) were found between transformational and transactional leadership, job satisfaction, and organizational performance. The model constructed between these variables was found to have a good model-data fit. Transformational and transactional leadership affects employees' job satisfaction, and job satisfaction affects their organizational performance. The primary findings of the study are that employee job satisfaction is a partial mediator of the indirect effect of transformational leadership on organizational performance, and that leadership context does not significantly moderate the effect between these variables. Conclusion: Organizational leaders need to consider the job satisfaction level of their subordinates in order to enhance organizational performance.

This study examined the relationship between students' academic performance, teachers' commitment, and leadership behavior of school administrators. Teachers' commitment was measured in two areas-- commitment to job and commitment to organization and the leadership behavior of school administrators were evaluated in terms of consideration and initiating structure. Eighty-one teachers, 11 school heads, and 470 students served as respondents. The descriptive survey research technique, correlation analysis, and the following statistical methods were used: frequency, mean, standard deviation, and correlation coefficient. The study revealed that the initiating structure and consideration dimensions of leadership behavior affect teachers' commitment to job (CTJ) and teacher's commitment to organization (CTO). The correlation between CTJ and CTO and leadership behavior-initiating structure is positive and with leadership behavior-consideration negative. CTJ and CTO is correlated with the students' academic performance in math, but not in Science and English. The correlation is negative. Students' academic performance in all subject areas is negatively correlated with leadership behavior-initiating structure and has no significant relationship with leadership behavior-consideration. The leadership behavior-initiating structure is positively correlated with teachers' commitment to both job and organization but has negative correlation with students' academic performance in math, science, and English.

A comprehensive examination of the impact of instructional leadership provided by school principals on teacher commitment was carried out across different nations, including Indonesia. This research employed a literature review approach, scrutinizing journal articles that delved into the connection between the instructional leadership of school principals and teacher commitment. After applying predefined criteria to 120 chosen articles in this domain, only 15 articles met the specified criteria and were subsequently incorporated into the review. The findings of the literature review revealed that the instructional leadership of school principals and the resulting organizational commitment have a positive, and mostly said statistically significant, effect on teacher organizational commitment in various countries.

Since the mid-twentieth century, higher education systems worldwide went through huge transformations as a consequence of massification and the recognition of knowledge as key for economic development. The emergence of new teaching modes, the intensity of research, and performativity and accountability pressures impacted directly on academic work and, as a result, on academic working conditions. In this article, we examine the changes that the Argentine professoriate has experienced in recent decades. We argue that the process of fragmentation of the academic profession presents particularities in regard to global trends. We analyze the current state and evolution of the academic workforce in public universities by focusing on different aspects related to its academic profile: gender, training, working conditions, employers, positions, types of contracts, academic practice, perceptions about the career, preferences, and job stress/satisfaction. To achieve this, we have relied on data from the Academic Profession in the Knowledge-Based Society (APIKS) survey.

Research on organizational trust and job satisfaction is an over-researched domain within organizational settings. However, whether such a connection extends to educational or language school contexts, has been scarcely investigated in education research. In this study, we report the connection between trust and job satisfaction among English teachers across private language schools and the extent to which age, gender, and experience moderate this relationship. The participants of the present study were selected from among the English teachers of several English schools in Urmia, Iran. We adopted two main questionnaires, namely, job satisfaction and interpersonal trust scales, to collect data. In this study, Structural Equation Modeling (SEM) was utilized to detect multi-group relationships among the variables. The findings yielded a positive association between English teachers' interpersonal trust and their job satisfaction and illustrated that age and experience moderated the relationship between the two variables. We found that teachers with a higher degree of interpersonal trust were more satisfied with their jobs. The findings warrant taking heed of language teachers' job satisfaction at language schools and creating an educational workplace with cooperation and trust among supervisors and teachers.

The study aims to introduce to the Turkish culture a measurement tool that has proven validity and reliability in determining the level of quiet quitting among teachers. It involves the analysis of the validity and reliability of the Quiet Quitting Scale, as the scale is adapted to the Turkish culture. The scale, originally developed in English, was adapted to Turkish using data from teachers employed in public schools who were selected through convenience sampling. Confirmatory factor analysis was initially used to assess the construct validity of the original structure of the scale within the Turkish context. The findings indicated a good fit to the four-factor model, supported by adequate factor loadings and fit indices, thus confirming the scale's validity within the Turkish culture. Reliability evaluation included internal consistency coefficients, test-retest stability, and composite reliability, all exceeding the threshold values. The test-retest analysis confirmed the stability of the scale, while the composite reliability analysis further supported its reliability. Measurement invariance across gender and tenure was examined, confirming that the scale can provide reliable comparisons across these demographic groups. Overall, these results demonstrate the successful adaptation of the Quiet Quitting Scale to Turkish culture and are supported by strong evidence of its validity and reliability.

Education seems to have both an increase in standardization and teacher burnout. The loss of control could leave teachers feeling unimportant in their own classroom. This article explains how one teacher used reflection to find and create autonomy, reigniting her passion for her job. Through celebration, reflection, and authentic connection, teachers can reclaim their joy and stay invested in teaching. Authentic teaching keeps teachers in the field and students motivated.

Healthcare professionals, including occupational therapy practitioners, are experiencing epidemic levels of burnout. Professional organizations have prioritized research and programming to address burnout. This study evaluated the feasibility of an evidence-based virtual mindfulness continuing education program, Mindfulness at Work, and the mindfulness strategies participants learned and embedded into their workday. This program was developed and facilitated by an occupational therapist who is also a registered advanced yoga teacher. A total of 11 occupational therapy practitioners experiencing burnout met with the facilitator for once-weekly synchronous sessions over three weeks. OT practitioners were taught mindfulness strategies to use throughout their workday. Participants practiced the strategies at work between sessions and discussed their experiences during subsequent sessions. Aspects of the feasibility of both the program and the mindfulness strategies were measured post-only. Participant burnout was measured pre and post. Participants rated the virtual mindfulness continuing education program and mindfulness strategies as acceptable, appropriate, and feasible. There were significant decreases in pre- and post-test burnout scores during this preliminary evaluation. Attendance and retention rates were high. Eligibility criteria challenged recruitment capability.

This study investigates the relationship between the transformational leadership of academic leaders and the job satisfaction of academic staff in polytechnic colleges located in the North Shewa Zone of Ethiopia. This study used a correlational research design and simple random sampling techniques to select 264 academic staff members. Respondents completed a rating version of the multifactor leadership questionnaire and a job satisfaction survey. Data analysis uses descriptive and inferential statistics like Pearson correlation and linear regression. The study found that transformational leadership was found to positively correlate with and predict academic staff job satisfaction, though it was weak. The findings also revealed that academic staff was dissatisfied with their jobs, despite perceiving their leaders as having a moderate degree of attributes of transformational leadership style. Educational planners can use the findings to transform administrative and academic leaders' leadership programs. Leadership training boosts academic staff morale and job satisfaction. Job satisfaction also improves staff retention and minimizes turnover. Thus, academic leaders should grow themselves and seek opportunities to improve their transformational leadership skills. To better understand the leadership style elements that have the greatest impact on job satisfaction, further research is necessary due to the limited variability or unexplained variance in the ability of transformational leadership styles to predict job satisfaction. Further investigation is also needed to explore the mediating factors that impact the link between two variables in an Ethiopian context.

The linguistic dynamics within a workplace play a pivotal role in shaping the organizational milieu, thereby significantly influencing the overall success or failure of the organization. Consequently, this investigation was crafted to scrutinize the impact of various linguistic elements, such as directive communication, empathetic discourse, proficiency in English language, and communication efficacy, on employee allegiance, mediated through the lens of trust. Employing a cross-sectional research design, data were gathered from employees within the banking sector of the Kingdom of Saudi Arabia (KSA). Utilizing questionnaires aligned with prior scholarly literature, the study employed simple random sampling techniques to solicit responses, amassing 231 usable questionnaires. The data analysis was conducted using Smart PLS 4 software. The results revealed that directive communication, empathetic discourse, English language proficiency, and communication effectiveness positively influence employee trust. Furthermore, the statistical analyses substantiated the significant impact of trust on employee loyalty. Notably, this study also confirmed the mediating role of employee trust. The implications and avenues for future research are expounded upon in detail within this investigation.

Objective: The purpose of our quantitative correlational study is to investigate the relationship between the perceived organizational support of faculty members and their psychological well-being. Methods: Our study included 450 faculty members from state universities in Istanbul who were selected using a simple random sampling method. We used descriptive statistics, t-test, ANOVA, and linear multiple regression analyses. Results: We found that faculty perceptions of organizational support and psychological well-being vary according to academic title and tenure and are not different by gender. Perceived organizational support significantly predicted psychological well-being while controlling for gender, academic title, and tenure. Conclusions: Ensuring organizational support for faculty can positively impact their psychological wellbeing. Implication for Practice: Higher education institutions should diversify resources of support for faculty and make this approach a priority for the administration. The institution should make organizational changes that consider the needs and expectations of faculty members.

This research aims to determine the factors affecting the job satisfaction levels of teachers. A binary logistic regression analysis was used for this purpose. The research sample consists of 322 teachers working in primary schools in Siirt city centre in the 2021-2022 academic year, selected using a simple random sampling method. According to the research result, the variables of organisational identification, gender, educational background and number of teachers significantly predict the prospect of teachers' job satisfaction levels being in the sufficient group, and the remaining variables (marital status, duration of working with the school principal and age) were found to have no significant effect. Regarding the significance of the regression coefficients in the research model, the order of importance of the predictor variables from the largest to the smallest was determined as organisational identification, gender, number of teachers and educational background.

The COVID-19 pandemic forced organizations across diverse industries to redraw their business models globally. Businesses crumbled, downsized, laid off workers, streamlined and digitalized their workflow, and maintained skeletal staff to support integral business functions. Remote working and flexible schedules were institutionalized to manage service employees globally. The study compared the effects of work-life balance and employee remuneration on employee job satisfaction and loyalty intentions. The study targeted frontline staff at three public universities in Zimbabwe, and 327 valid responses were obtained. Structural Equation Modeling (SEM) revealed that employee remuneration, remote working, and flexible scheduling positively and significantly influenced employee job satisfaction. Further, the analysis indicated employee preference for remote working and flexible work scheduling over more pay and benefits. The positive impact of job satisfaction on employee loyalty intentions was also confirmed. This study flags the significant contribution of work-life balance by bringing new empirical evidence on the relative significance of remote working, flexible working arrangements, and employee remuneration on employee job satisfaction and loyalty intentions in the post-pandemic normal. The study recommends that universities should harness digital technologies to promote sustainable remote working and enhanced employee autonomy.

The purpose of this research is to examine the professional commitment levels of special education teachers working in inclusive classes in the Turkish Republic of Northern Cyprus (TRNC), according to different variables. This study used a relational survey model, which is a quantitative research method. A total of 130 special education teachers working in special education schools participated in this research during the 2021-2022 academic year. In the study, "Demographic Information Form" and "Teaching Professional Commitment Scale" were used as data collection tools. According to the findings obtained from the research, no significant differences were found in special education teachers' professional commitment according to age, gender, marital status, professional seniority, support from colleagues, and support from administrators. Significant differences were found in special education teachers' professional commitment according to educational status, job satisfaction, and wage satisfaction. According to the findings obtained as a result of the research, it has been revealed that special education teachers who are satisfied with their job are highly committed to their profession, self-sacrificing and devoted to their students.

The United States is experiencing a teacher shortage crisis that is even more pronounced in rural communities. Teachers may be driven away from the profession if they feel inadequately trained or under-supported to address students' mental health needs. As such, an important teacher retention strategy is to ensure schools have enough mental health professionals. The goal of this study was to explore three different yet complementary strategies to recruit and retain a robust rural school mental health workforce: a rural immersion program for graduate students enrolled in counseling and school psychology programs, a virtual professional development series for existing rural school mental health professionals, and a workforce hiring strategy. Each strategy showed promise: six out of seven students stated they were more inclined to work in a rural setting as a result of the immersion, self-efficacy and job satisfaction significantly increased for rural school mental health professionals participating in the virtual professional development, and important recruitment strategies were identified by rural school leaders. While there is reason for optimism when it comes to creating a robust rural school mental health workforce, funds are urgently needed to make these strategies available to rural communities across the country.

This case study focused on middle school and high school teachers in an independent school to explore their perceptions of how overparenting influenced them in the classroom. A qualitative case study was conducted within an independent school in the southeast United States. Eleven middle school and high school teachers, which represented 52% of the full-time faculty at the school, participated in an online questionnaire and follow-up interviews regarding their experiences with overparenting. Findings revealed three themes: (a) teachers overwhelmingly associated parent--teacher interactions with conflict and confrontation, (b) teachers perceived overparenting influences teacher autonomy by forcing teachers to set boundaries, and (c) teachers experienced increased workloads. This study provides insight into how overparenting influences teachers, which may help teachers, administrators, and future educators prepare for this type of parent--teacher interaction.

Staff meetings are a regular occurrence in schools, yet both teachers and principals typically report dissatisfaction with these meetings. The current investigation seeks to understand the viewpoints of public-school teachers on silence during staff meetings. This was the first known investigation on the topic using Q methodology. Data analysis extracted three distinct viewpoints: "Get the Party Started, I Don't Care Anymore, and Don't Stop Believin'." This study provides the results of data analysis, responds to research questions, and makes recommendations for meeting design and facilitation. The findings indicate how the principal facilitates the meeting seems to have a more pronounced influence on teacher silence behaviors, teacher attitudes towards staff meetings, and their own silence levels, while the leadership style was less impactful. Regardless of the principal's leadership style, teachers report increased satisfaction when the principal intentionally designed and facilitated relevant and impactful staff meetings where group norms were followed.

The study investigated the potential role of human resources exemplified by leaders' psychological capital (PsyCap) as a resource that may cross over to team-member exchange (TMX), and bring about desired organizational outcomes. We suggest a model where TMX of senior management teams serves as a team resource mediating the relationship between leaders' PsyCap and organizational outcomes, as represented by team innovation, organizational citizenship behavior (OCB), and employees' job satisfaction. The study, carried out among 86 elementary and junior high schools, indicated a positive relationship between leaders' PsyCap and TMX. In addition, we found a significant relationship between TMX and the three measures of organizational outcomes. Furthermore, TMX partially mediated the relationship between leaders' PsyCap and the desired outcomes, excepting innovation. The findings provide support for the importance of the leaders' personal resource of psychological capital as a complementary perspective that may enhance our understanding of leadership's impact on organizational success. In addition, the study provides significant support for the expanded model, broadening the definition of the crossover model by examining the translation of positive resources from leaders' PsyCap to organizational outcomes via teams' positive resources. From a practical perspective, the findings bring to the forefront the importance of psychological capital as a state-like construct that can be developed through leader preparation and professional development programs.

This study aimed to disclose the potential impact of interpersonal communication, conflict management, "Asta Brata" leadership style, and work motivation on the teacher job in the junior high schools of Denpasar City, Indonesia. A quantitative survey method was used as the research design of this study. The data were obtained by conducting questionnaire distribution where the questionnaire as the research instrument covered the five variables. There were 234 junior high school teachers involved as the research sample from the total population 585 teachers. They were selected by using simple random sampling technique. Structural equation modeling (SEM) with partial least squares (PLS) technique was utilized to analyze the obtained data with the assistance of SMARTPLS software. The results of data analysis showed that interpersonal communication, conflict management, "Asta Brata" leadership style, and work motivation impact significantly positively on teacher job satisfaction. The study suggested that educational institutions should prioritize the development of open communication, effective leadership, conflict resolution, and employee motivation to promote teacher job satisfaction, which can lead to better student outcomes. School leaders should recognize the critical role of these factors and create strategies to improve them. Policymakers could use these findings to design effective programs and policies to enhance teacher job satisfaction.

Drawing from existing literature, we constructed the Faculty Satisfaction with Online Teaching Survey (FSOTS) and administered it to 320 faculty teaching online in Qatar during the first 18 months of the COVID-19 pandemic. Descriptive statistics, including mean, standard deviation, Cronbach's alpha, composite reliability, exploratory factor analysis, and confirmatory factor analysis (CFA), were calculated to evaluate the structure and reliability of the instrument. The suitability of the CFA model was assessed by several fit indexes. Statistical analyses were performed using SAS 9.4. The results indicate that the FSOTS is a valid and reliable instrument for measuring online faculty satisfaction at traditional institutions.

The ultimate aim of this research was to explore the contribution of teacher preparedness or readiness (in terms of their academic background, confidence in teaching science and career satisfaction) towards the achievement in science among Malaysian and Singaporean eighth-graders. The TIMSS 2011 international assessment of student achievement at the eighth grade comprises written tests together with sets of questionnaires that gather information on the educational and social contexts for achievement in science. The TIMSS 2011 science achievement scale was used to gauge Grade 8 students' science achievement. Confidence in Teaching Science Scale and Teacher Career Satisfaction Scale was used to explore science teachers' confidence in teaching science and career satisfaction, respectively. Data were obtained from 5,733 Malaysian students and 5,927 Singaporean students who participated in the TIMSS 2011 study using two-stage random sample design. Higher science achievement among Singaporean eighth grade students was related to teachers having more teaching experience, being confident in science teaching, and being satisfied with careers. However, these findings were not evident in Malaysia. The findings of such a research may help science educators and policy makers to identify and nurture the strong learning prerequisites of early adolescents in different education systems.

Teacher career plateaus hinder the high-quality development of teaching staff. Based on a nationwide questionnaire survey on Chinese kindergarten teachers' career plateaus, this study developed a kindergarten teacher career plateauing structural model. The research findings indicate that overall career plateauing among Chinese kindergarten teachers is at a moderate level. The kindergarten teacher career plateauing model is best represented by the second-order single-factor/first-order three-factor structure, which consists of three dimensions: professional development, hierarchical, and emotional plateauing. Among these dimensions, emotional plateauing is most intensively perceived by teachers. Telltale signs of kindergarten teacher career plateauing range from stagnation of professional progress to losses of senses of meaning in work, constrained promotion of professional titles, slim chances of promotion to higher positions, fading positive emotional engagement, and increased negative workplace emotions. Implications of the study for building a professionalized preschool teaching force include emphases on teachers' long-range career planning and their agency in career advancement. Special attention should be paid to their emotional needs. [Note: The page range (3123-3148) shown on the PDF is incorrect. The correct page range is 3123-3147.]

Increasing research reveals the impact of technostress on life satisfaction among academics. In line with the determined purpose, it is first determined whether there is a significant difference in terms of technostress and life satisfaction between demographic variables such as age, gender, field of science and years of experience. Secondly, an answer was sought to the question of whether there was a significant impact of technostress on life satisfaction. To achieve the determined research purpose, the relational scanning model was used. The study involved 342 academic participants working at different universities in Kyrgyzstan who agreed to participate voluntarily. The research was conducted with 342 academics, 207 women and 135 men. To analyze the data obtained, t-test, one-way ANOVA, Pearson's correlation analysis and linear regression analysis were used. As a result of the research, it was determined that there was a low level of negative association between life satisfaction and the socially focused technostress sub-dimension score among the technostress sub-dimensions. Life satisfaction and general technostress level were determined to be permanent and significant among the technostress sub-dimensions such as profession-oriented, technical subject-oriented learning-teaching process-oriented and personal technostress sub-dimensions. The regression analysis revealed that general technostress emerged, but the sub-dimensions showed no influence on life satisfaction, and that single socially focused technostress had a negative predictive impact on life satisfaction.

The sudden eruption of the COVID-19 pandemic disrupted the performance of employees and had an impact on their psychological wellness. Its gravity and forceful nature disrupted and activated emotions of demotivation in employees which requires managers to use motivation as a tool for stimulating the high performance of employees in any organisation. This paper explores how motivation can be used as a strategy to improve rural secondary teachers' work performance and wellness for their job satisfaction in Amathole East Education District of South Africa. Herzberg's Two-Factor theory was adopted for the study. The current study was grounded on a qualitative approach with a case study research design. A purposive sampling technique was adopted to choose three schools and twenty-eight participants used in the study. Focus group discussions and one-on-one interviews were used to gather data from the participants. The study discovered that recognition for teacher performance and offering psychological support stood out as sources of motivation that could be used to improve their work performance and wellness. The study recommends that schools design rewarding models and form community of practice groups post-COVID-19 to improve teachers' morale to perform satisfactorily at work.

Error management culture and withdrawal behaviors can be related within the framework of job satisfaction. While job satisfaction is affected by error management culture, it affects withdrawal behaviors. On the other hand, each school has its own culture and teachers' perceptions can be differentiated in terms of school level. This study examined teachers' perception of error management culture and psychological withdrawal behaviors in terms of school level and determined the relationship between them. It was conducted with a correlational research model. The data was collected from a total of 440 teachers working in public schools in Türkiye, selected by convenient sampling. To determine teachers' views on error management culture and psychological withdrawal behaviors, the "Error Management Culture Scale in Schools" and the "Psychological Withdrawal Behaviors Scale" were used. The findings reveal that according to the school level variable, teachers' perceptions of error management culture and psychological withdrawal behaviors in schools differ significantly. The results of error management culture and psychological withdrawal were against the teachers working in upper secondary schools. There is a low-level, negative significant relationship between error management culture and psychological withdrawal behaviors. The results suggest that school culture under which school principals practise constructive error management relates to teachers' withdrawal behaviors. Thus, this study may advance theory and practice on the relation between error management culture and withdrawal behaviors, which are crucial determinant of teachers' satisfaction.

This study explores "non-native" English teacher identity development, and identity in practice in a multilingual international school in Thailand. Guided by the teacher's personal interpretative framework (Kelchtermans, 1993) and identity-in-practice theory (Varghese et al., 2005), the study employed a narrative inquiry design using life story interviews, classroom observations, and shadowing technique for the data collection. The three "non-native" English teacher participants were purposefully selected. The data were analyzed by using the inductive coding method (Saldaña, 2009), consisting of three analysis steps: open coding, axial coding, and selective coding. The data revealed that teacher identity development was characterized by solid confidence in their "non-native" status and their teaching abilities as English teachers due to professional qualifications, proficiency in English, and teaching experiences. However, it was revealed that their "non-native" status were affected by external factors (parents and colleagues), weakening their self-esteem and job motivation. This study emphasizes the importance of English proficiency level and qualifications in building confidence among non-native English teachers. Additionally, a supportive socio-cultural environment inside the school is key to support their positive identity and maintain their confidence.

This study explores the employee retention strategies implemented by administrators in educational institutions, focusing on Immaculate Conception College of Balayan, Inc. The qualitative case study involved 10 participants, including administrators and employees selected based on stable tenure and appropriate qualifications. Through face-to-face interviews, key determinants influencing retention, such as teacher satisfaction, job contentment, professional growth, and loyalty, were identified. Recognition and incentives emerged as the primary retention strategy, significantly influencing employee satisfaction and fostering a sense of belonging. The study concludes that these strategies are effective, contributing to the retention of skilled professionals. Recommendations emphasize the importance of recognizing and providing incentives as core strategies for administrators in educational settings, recognizing their role in creating a positive work environment and promoting sustained employee commitment. The findings at ICCBI underscore the observed effectiveness of these strategies.

Job burnout can lead to serious mental health problems and damage physical health, so it is meaningful to explore the predictors of job burnout. The purpose of this study was to explore the relationship between resilience, self-regulation and job burnout of parents of deaf and hard-of-hearing children in mainland China. A questionnaire on resilience, self-regulation and job burnout was conducted for 416 parents of children with deaf and hard of hearing, and the data were analyzed using mplus. The results show that resilience can reduce job burnout, and self-regulation regulates the relationship between resilience and job burnout. This study focuses on the relationship between resilience, self-regulation and job burnout of parents of deaf and hard-of-hearing children in mainland China, and expands the research field of resilience and job burnout. The limitation and influence of this study are also discussed.

Giftedness is a lifelong journey; gifted adult workers need specific career counselling. The Psychology of Sustainability and Sustainable Development enhances the value of positive psychological resources for gifted and talented workers to sustain them in their careers and life projects. The study implemented a latent profile analysis (LPA) in adult workers (n = 311) to identify profiles according to self-rated job performance and work engagement as proxies for gifted and talented learners. Other crucial resources were also considered. A tree-profile (A, B, C) solution best fits the data. Among these, Profile C (n = 77; 24%) showed high job performance and engagement. It could represent an "eminence" profile. Profile C also showed high levels of emotional intelligence, positive affect, satisfaction with life, meaning in life, flourishing, job satisfaction, meaning at work, flourishing at work, workplace relational civility, acceptance of change, and low levels of negative affect. This profile includes crucial ingredients that could be useful to pay attention to during career construction counselling and innovative career counselling for gifted and talented learners.

Gifted education should focus on gifting rather than on being gifted. That is, it should focus on what one offers from one's gifts, not just on what gifts a person has, one way or another, accumulated. Gifted individuals should consider choosing careers that are a good fit to them, that enable them to give back, and that give them a sense of meaning in their life. They should be ready to move on if their career choice proves to be mistaken, or no longer to be a fit. They should avoid temptations brought on by outside pressures to choose careers that may be much less than fulfilling. In the end, what matters most is one's passion and motivation for a career rather than grades, test scores, or external pressures.

Investigations into teacher dissatisfaction often limit concerns to the school setting; however, this ethnographic study investigated how Cuban women's employment as primary school teachers forced them to make strategic negotiations related to childbirth and eldercare. Interviews and participant observation conducted with five Black primary teachers revealed tensions between economic production and biological reproduction. Attention to teachers' lives outside of the classroom and the complications they experience are useful for Cuba and other counties experiencing shortages.

This study contributes to the comparative analysis of outcomes between gamified and traditional training systems in the banking sector. On-the-job training is a vital aspect of the process of enhancing work performance within organizations. Thus, by employing a case-based asymmetric configural approach rooted in nonlinear and contrarian case analysis, this research investigates the impact of gamified training on human resource development. A global empirical survey of 388 banking employees revealed that a combination of complexity theory and configural analysis provides valuable insights into the outcomes of both gamified and conventional training methods. In the face of increasing competition, banks are compelled to enhance their professionalism by boosting employee motivation. It becomes apparent that there is no straightforward, necessary and sufficient path available to guarantee high levels of engagement and job satisfaction. Notably, some of these results challenge the expectations of self-determination theory (SDT), which posits the satisfaction of three basic psychological needs during training. These findings contribute to an enriched understanding of the nuanced application of complexity theory in the context of SDT research, particularly regarding the training and development of gamified systems for banking organizations and other service-oriented sectors that can benefit from such innovative training approaches.

The basic aim of the research at hand was to investigate the effects of conflict management styles of school principals on teachers' job performance. To meet the major objective of the study, the targeted population was comprised of public sector secondary schools in the Punjab province. As the population was most scattered so the researchers used multi-stage sampling techniques to approach the whole population. At the 1st stage Gujranwala division was randomly selected through simple random sampling technique. At the 2nd stage, 176 secondary schools from three districts viz. Narowal, Gujranwala, and Sialkot were selected randomly. Among these 176 schools, 100 were male and 76 were female secondary schools. At the 3rd stage, 532 SSTs were randomly selected from the respective schools. It was a quantitative study and a survey technique was used to conduct it. The researchers used two questionnaires namely, FOCI for measuring school principals' styles of managing conflicts and TPES for measuring their respective teachers' job performance. Using MS Excel 2010 and SPSS version 24, statistical procedures (t-test, ANOVA, and regression analysis) were applied to analyze and interpret the data. It was determined that there was a strong correlation between teachers' job performance and the conflict management styles used by school leaders. Moreover, in conflict management styles, integrating and obliging styles had a positive effect whereas avoiding, compromising and dominating styles negatively effects teachers' job performance. The researchers have recommended that mix method research may be applied to validate the results of the study. Beyond further research, it is suggested that school Principals should be trained for better conflict management.

Quality education is the key factor for overall development of an individual and nation. Quality of education is directly related to competency and dedication of the teacher, as teacher is the main implementor of the educational program. This study investigates the attitude of permanent school teachers towards teaching profession and their level of job satisfaction. Quantitative research design over a sample of randomly selected 200 teachers was used in this study. A Likert type attitude scale was prepared and standardized by the researcher on the sample of 374 school teachers of five districts of Nepal and India but this study is based in context of Nepal. Job satisfaction level was measured by Job Satisfaction Scale (JSST-DM) published by National Psychological Corporation, Agra, India. Normative survey method was used to collect required data. Maslow's theory of motivation based on the needs hierarchy system was used to interpret the findings of this study. Result was interpreted by using z-score norms based on seven categories, which explored that 20.50 percent of the teachers were favorable towards their profession, 46 percent were unfavorable and 33.50 percent were neutral towards teaching profession. Similarly, percentage of teachers found above Average Satisfied on their job was 37 percent, below Average Satisfied was 40 percent and percent of Average Satisfied teachers was 23. Out of which, nine percent school teachers were extremely satisfied and 13 percent were extremely dissatisfied. Teachers cannot do well on teaching profession unless they have a positive attitude towards their profession and are not satisfied with it. This study reveals that a significant number of teachers are not satisfied with their profession and do not have a positive attitude towards it. It is imperative that the concerned authorities review the policies regarding salary, facilities and position in the national protocol for teachers in order to bring a positive change in the situation.

Past research provided strong evidence that positive family-school partnerships were not only beneficial for students' school success, but they also helped to promote parental involvement in schooling. However, relatively little is known about teachers' reasons for becoming engaged in family-school partnerships and the benefits of their engagement. In fact, the role of teachers in family-school partnerships requires prosocial actions (e.g., helping, sharing, feeling empathy). As guided by self-determination theory, previous studies suggest that prosocial-oriented persons tend to take prosocial actions and these actions tend to promote a social connection, thereby promoting well-being. To the best of our knowledge, this assumption has not been applied to research on family-school partnerships yet. The aim of this study was to examine whether teachers' prosociality would be associated with their well-being at work (i.e., job satisfaction, work-related self-esteem) and whether this connection would be mediated by teacher engagement in family-school partnerships. Using the framework of the Vodafone Foundation Germany, we focused on two important aspects of teacher engagement: effective communication and educational cooperation. A total of 190 teachers (72% females; mean age: 44.78 years) participated in an online-survey. In line with SDT, teachers' prosociality was associated with greater well-being at work even after controlling for teachers' background (age, gender, experience, school track). As expected, this connection was partially mediated by teacher engagement in family-school partnerships. The results and implications of the present study are discussed.

Social contagion, the process whereby psychological states spread from one person to another, is a pervasive phenomenon. However, this has not been adequately explored in the educational context, especially in relation to the social contagion between principals and teachers. This study aimed to examine the social contagion of job satisfaction from principals to teachers and its implications for instructional quality (i.e., clarity of instruction and cognitive activation). We made use of the Teaching and Learning International Survey (TALIS) 2018 data and drew on 47,315 teachers and 3008 principals from two cultural groups: Confucian societies (Japan, Taiwan, Korea, and Shanghai) and English-speaking societies (Canada, Australia, New Zealand, United States, and United Kingdom). Results of multilevel mediation analyses revealed that principal job satisfaction was related to teacher job satisfaction, providing support for the principal-teacher job satisfaction contagion. The job satisfaction contagion was subsequently associated with teachers' clarity of instruction and cognitive activation in Confucian societies, but only cognitive activation in English-speaking societies. Teacher job satisfaction was associated with both instructional quality indicators in both cultural groups. The study provided evidence of the social contagion of job satisfaction between principals and teachers. Study results also demonstrated how the contagion of job satisfaction is subsequently associated with teachers' instructional quality across different cultural contexts.

Several studies have demonstrated the relevance of job demands-resources theory in examining the subjective well-being of Chinese university teachers. Nevertheless, the specific impact and mechanisms of various dimensions of job demands and resources on faculty members' subjective well-being are not well understood. This study seeks to identify the primary predictors of subjective well-being and to explore the connection between specific job demands-resources and subjective well-being through an examination of the sequential mediation of work stress and work-life balance. Questionnaires were completed by a total of 2302 faculty members from 302 universities in China. Correlation analysis and path analysis were employed to examine the relationships between job demands-resources and subjective well-being, as well as their influencing mechanisms. Job demands measured by work hours have a significant negative impact on the subjective well-being of university faculty, with teaching hours emerging as the primary negative predictor. Conversely, job resources have a significantly positive effect on faculty's subjective well-being, particularly decision participation, job security and extensive training, which serve as positive predictors. The relationship between job demands and faculty's subjective well-being is mediated by their work stress, and is further serially mediated by their work stress and work-life balance. Similar patterns are observed in the influence mechanism of job resources on subjective well-being.