tion and local community may lead to their desire to build a legacy and make a difference with your students .
While others scramble to hire another cadre of new teachers from a diminished supply of candidates , work to connect new teachers to your organization through the job embeddedness model .
A focus on job embeddedness
A job embeddedness model that builds from a managerial approach of connectivity , collaboration and cohesion may assist as a powerful recruiting tool for principals as they compete for teachers during the hiring process .
According to survey results , teachers who indicated perceived or shared values and goals with their school and community demonstrated a stronger fit . Fit is defined as enjoying work groups , positive feelings toward leadership , achievement of personal and professional goals and enjoying activities in the surrounding community .
School sites and districts that focus on building relationships , providing professional development within similar job responsibilities or within the campus , encouraging community engagement , and professional and personal goal setting can provide opportunities for new teachers to become immersed within the organization and further solidify an individual ’ s fit .
An employee ’ s link to an organization or community is slightly different than their fit and is focused more on the number of teams , committees , or activities the employee is involved in vs . the perception of the interactions . School site and district links could be grade-level committee work , curriculum or assessment teams , co-curricular or extra-curricular assignments , or schoolwide participations in local charity work .
Community links are determined by one ’ s interactions through marriage , family , hobbies , or time in the community . Although a district or school has less influence on the community link aspect , frequent interactions with parent communities , businesses , and volunteer outreach can all help to create the connection that job embedded employees demonstrate .
The last area of focus within this model is sacrifice . Sacrifice is the perception of psychological or financial stress from leaving the institution . Employees who leave may uproot family , leave friends or change their child ’ s school . These on- and off-the-job connections create a perceived sacrifice for the employee , thus a difficult psychological break from the organization .
One way to address this issue on a campus is by allowing teachers to bring their children to the school at which they are teaching or enroll in another school within the same district . Although this action may create other challenges , it is a bonus for staff when they are able to perform their job responsibilities while their own kids are within close proximity .
While others scramble to hire another cadre of new teachers from a diminished supply of candidates , work to connect new teachers to your organization through the job embeddedness model .
Resources
• Bowman , M . D . ( 2009 ). “ A test of direct and partially mediated relationships between leader member exchange , job embeddedness , turnover intentions and job behaviors in a southern police department .” Dissertation Abstracts International : Section A . Public administration , Occupational psychology , Criminology 70 ( 08 ), 3371500 .
• California Commission on Teacher Credentialing ( 2015 ). “ Teacher Supply in California : A Report to the Legislature – Annual Report 2014-15 .” Retrieved from www . ctc . ca . gov / reports / TS-2014-2015-AnnualRpt . pdf .
• Esch , C . E ., Chang-Ross , C . M ., Guha , R ., Humphrey , D . C ., Shields , P . M ., Tiffany-Morales , J . D ., Wechsler , M . E . and Woodworth , K . R . ( 2005 ). “ The status of the teaching profession 2005 .” Santa Cruz , CA : The Center for the Future of Teaching and Learning .
• Goldring , R ., Taie , S . and Riddles , M . ( 2014 ). “ Teacher Attrition and Mobility : Results from the 2012 – 13 Teacher Follow-up Survey ” ( NCES 2014-077 ). U . S . Department of Education . Washington , D . C .: National Center for Education Statistics . Retrieved from http :// nces . ed . gov / pubsearch .
• Holtom , B . C . and O ’ Neill , B . S . ( 2004 ). “ Job embeddedness : A theoretical foundation for developing a comprehensive nurse retention plan .” Journal of Nursing Administration , 34 ( 5 ), 216-227 .
• Hussar , W . J . and Bailey , T . M . ( 2013 ). Projections of education statistics to 2022 ( NCES 2014-051 ). U . S . Department of Education , National Center for Education Statistics . Washington , D . C .: U . S . Government Printing Office .
• Mitchell , T . R ., Holtom , B . C ., Lee , T . W ., Sablynski , C . J . and Erez , M . ( 2001 ). “ Why people stay : Using job embeddedness to predict voluntary turnover .” Academy of
12 Leadership