Teacher turnover has been reported as a strong predictor for students’ academic achievement, yet little is known about the determinants of teacher turnover. Using a fixed effects model, we analyze panel data of individual teachers in North Carolina schools to test the effects of monetary incentives on teacher turnover. We find a U-shaped relationship between teacher salary and turnover, while the effects of group-based merit pay on turnover depend on salary level. Assuming that a teacher’s salary reflects their qualifications, the current study concludes that overqualified and underqualified teachers are likely to leave and that group-based merit pay causes turnover among qualified teachers.

据报告，教师流失是学生学习成绩的重要预测指标，但对教师流失的决定因素知之甚少。使用固定效应模型，我们分析了北卡罗莱纳州学校个别教师的面板数据，以测试货币激励对教师流动的影响。我们发现教师工资与离职之间呈U型关系，而基于群体的绩效工资对离职的影响取决于工资水平。假设教师的工资反映了他们的资历，本研究得出的结论是，资历过高和资历不足的教师很可能会离职，而基于小组的绩效工资会导致合格教师之间的更替。