ABSTRACT

Recruiting and retaining students of color in colleges of education in predominately White institutions (PWIs) is a source of concern. Efforts to reverse this trend have proven unsuccessful. This article uses the Expectancy-Value-Cost motivational framework to understand three underlying cultural costs that negatively impact preservice teachers of color, namely cultural dissonance, belonging uncertainty and stereotype threat. We propose that ameliorating cultural costs for preservice teachers of color enhances their expectations for successful graduation and increases the subjective value of the teaching profession. Finally, we discuss practices that can be implemented at the interpersonal, instructional, and institutional organizational levels to ameliorate these cultural costs.

摘要

在以白人为主的机构 (PWI) 的教育学院中招聘和留住有色人种学生是一个令人担忧的问题。扭转这一趋势的努力已被证明是不成功的。本文使用期望-价值-成本激励框架来理解对有色人种职前教师产生负面影响的三种潜在文化成本，即文化失调、归属不确定性和刻板印象威胁。我们建议改善有色人种职前教师的文化成本，提高他们对成功毕业的期望，并增加教师职业的主观价值。最后，我们讨论了可以在人际、教学和机构组织层面实施的实践，以改善这些文化成本。