A shortage of school psychologists has been evident since the profession was initially recognized as a distinct field, and there is insufficient research on what current administrative supervisors are doing to address this problem. This qualitative study examined the perceptions of district level administrative supervisors regarding recruitment and retention of school psychologists. Participants reported the following: (a) school psychology graduate programs do not producing enough school psychologists, (b) administrators are challenged to find enough school psychologists to hire, (c) neighboring school districts compete to hire candidates, and (d) administrators recruit and retain in a worker's market that favors the school psychologist. These administrative supervisors also communicated a sense that they had little influence over the shortage. Actions within the administrators' control included developing close relationships with graduate programs for successful recruiting, creating appealing workloads that matched salaries, being responsive to the needs of their current school psychologists, and offering job flexibility.

中文翻译：

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招聘和留住学校心理学家：区级行政主管的经验

自从该职业最初被认为是一个独特的领域以来，学校心理学家的短缺就很明显，并且对当前的行政主管正在采取哪些措施来解决这个问题的研究不足。这项定性研究调查了地区级行政主管对学校心理学家的招聘和保留的看法。参与者报告了以下内容：(a) 学校心理学研究生课程没有培养出足够的学校心理学家，(b) 管理人员难以找到足够的学校心理学家来雇用，(c) 邻近学区竞争招聘候选人，以及 (d) 管理人员招募并留在有利于学校心理学家的工人市场。这些行政主管也传达了一种感觉，他们对短缺几乎没有影响。管理人员控制范围内的行动包括与研究生项目建立密切关系以实现成功招聘、创造与薪水相匹配的有吸引力的工作量、响应当前学校心理学家的需求以及提供工作灵活性。