The teacher's voice: a mixed methods study regarding the perceived motivations of teacher retention and attrition in Hamilton County

This mixed methods study was designed to analyze and interpret teacher experiences in the Hamilton County School District to understand why teachers stay in the profession or consider leaving. Teacher attrition rates across all schools in Hamilton County over a three-year period were analyzed. Interviews were conducted with teachers from schools with both high and low attrition rates across different school settings and grade levels, and common themes were identified from the interview analysis. Quantitative analysis addressed the research question: Which schools are most effective in retaining teachers in Hamilton County? It examined differences in teacher retention and attrition rates based on school setting (urban, rural, magnet, other) and grade level taught (elementary, middle, middle/high, other). Findings indicated higher attrition rates in urban schools compared to rural, magnet, or other settings, with no significant variation based on grade level. Qualitative research explored five questions: What is the perception of teachers as to why they stay in certain schools? What are the perceived common factors of schools who retain teachers? What motivates teachers to remain in the education profession? What perceived factors cause teachers to consider leaving the teaching profession? What is the most common motivation for teachers to remain in the teaching profession? The analysis identified themes such as support from stakeholders, ongoing professional growth, impact on students' lives, communication challenges, and professionalism issues affecting teacher retention and attrition. Based on study findings and existing literature, recommendations for improving teacher retention include the following for urban schools: enhancing support systems, ensuring adequate planning time in schedules, providing professional development opportunities within job contexts, revising feedback mechanisms for teachers, and reviewing communication protocols among stakeholders. The qualitative data analysis provided themes for schools to consider in order to retain teachers in any school setting. The themes included increased planning time, job embedded professional learning, purposeful feedback to educators, and improved communication between stakeholders. Overall, this study provides insights into the complex factors influencing the perceived motivations for teacher retention and suggests practical strategies for school districts to foster a supportive environment that encourages teachers to remain in the profession.