ABSTRACT

This paper describes a systematic review of international research evidence identifying the most promising approaches to attracting and retaining teachers in hard-to-staff areas. Only empirical studies that employed a causal or suitable comparative design and had robust measurements of recruitment and retention outcomes were considered. Studies were assessed for strength of evidence taking into account threats to trustworthiness which may bias the results. A search of 13 electronic databases and Google/Google scholar identified 20 distinct research reports that met the inclusion criteria. Financial incentives was the only approach that seemsto work in attracting teachers to challenging schools, but not effective in retaining them. To keep teachers working in challenging schools a supportive and conducive working environment would be needed. Other approaches such as mentoring, support, or teacher development do not have strong evidence of effectiveness, largely because much of the research on these approaches was weak. More robust research capable of addressing causal questions is therefore urgently required to determine their impact in attracting and retaining good teachers in areas where they are most needed. Long-term solution would be to change school-allocation policies and improve economic conditions in such areas so that the problem of staffing does not arise.

摘要

本文介绍了对国际研究证据的系统综述，确定了在人才匮乏地区吸引和留住教师的最有前途的方法。仅考虑采用因果关系或适当的比较设计并对招募和保留结果进行可靠衡量的经验研究。考虑到对可信度的威胁（可能会偏向结果），对研究的证据强度进行了评估。对13个电子数据库和Google / Google学者的搜索确定了20项符合纳入标准的不同研究报告。财政激励措施似乎是吸引老师入学的唯一途径，但对挽留他们却没有效果。为了使教师在充满挑战的学校中工作，需要一个支持性和有益的工作环境。其他方法，例如指导，支持或教师发展，并没有强有力的证据证明其有效性，这主要是因为有关这些方法的许多研究都很薄弱。因此，迫切需要进行更强有力的研究以解决因果问题，以确定其在最需要的领域吸引和留住优秀教师的影响。长期的解决办法是改变学校的分配政策，改善这些地区的经济状况，以免出现人员配置问题。因此，迫切需要进行更强有力的研究以解决因果问题，以确定其在最需要的领域吸引和留住优秀教师的影响。长期的解决办法是改变学校的分配政策，改善这些地区的经济状况，以免出现人员配置问题。因此，迫切需要进行更强有力的研究以解决因果问题，以确定其在最需要的领域吸引和留住优秀教师的影响。长期的解决办法是改变学校的分配政策，改善这些地区的经济状况，以免出现人员配置问题。