Ren Xiaoling, Yan Zhonglian, Zhang Zedong, Chen Jiewen, Tian Yun
School of Education, Beihua University, Jilin, China.
Faculty of Education, Northeast Normal University, Changchun, China.
Front Psychol. 2024 Feb 12;15:1321441. doi: 10.3389/fpsyg.2024.1321441. eCollection 2024.
Frequent teacher turnover may damage the development of teachers and the regular operation of kindergartens. This original research presented kindergarten teachers' first, second, and third turnover rates and occurrence times. This research analyzed the relationship between socio-demographic variables and the varying frequency of kindergarten teacher turnover. These data were used to investigate the characteristics of first, second, and third kindergarten turnover. This research evaluated kindergarten teachers' occupational ambition, emotional attachment, and self-efficacy. Likewise, this research also analyzed the social context, organizational support, management mechanism, reward, and occupational stress of kindergarten. These data were used to determine the key factors affecting kindergarten teachers' turnover.
This research recruited 1,118 kindergarten teachers (mean age = 31.67, sd = 5.02; 3.85% male, 96.14% female) from China. Based on the existing scales, this research developed the Questionnaire of Kindergarten Teachers' Turnover and Influencing Factors for the survey. Kindergarten teachers reported basic information and the impact factors of their first, second, and third turnover through online questionnaires. The Chi-square test was used to analyze the correlation between socio-demographic variables and different frequencies of kindergarten teacher turnover. The binary logistic regression explored the eight factors affecting kindergarten teachers' first, second, and third turnover.
The results showed that 43.65% of kindergarten teachers had resigned. In detail, 25.60% of kindergarten teachers resigned once, 10.64% of kindergarten teachers resigned twice, and 8.41% of kindergarten teachers resigned thrice. Gender and marital status were significantly correlated with the three frequencies of kindergarten teacher turnover. Occupational stress, reward, management mechanisms, and ambition consistently affected kindergarten teachers' first, second, and third turnover.
The relevant management departments should pay attention to the high turnover rate of kindergarten teachers and put forward more strategies to improve their stability. Women and married can be favored in the recruitment of kindergarten teachers. It is crucial to reduce pressure and improve rewards for kindergarten teachers. Also, kindergartens should provide the space to display teachers' talents and improve management mechanisms. These results provide empirical support for proposing effective policies to promote the stability of kindergarten teachers' construction.
教师频繁流动可能损害教师自身发展及幼儿园的正常运营。本原创研究呈现了幼儿园教师的首次、第二次和第三次流动率及发生次数。本研究分析了社会人口统计学变量与幼儿园教师不同流动频率之间的关系。这些数据用于探究幼儿园教师首次、第二次和第三次流动的特征。本研究评估了幼儿园教师的职业抱负、情感依恋和自我效能感。同样，本研究还分析了幼儿园的社会环境、组织支持、管理机制、奖励和职业压力。这些数据用于确定影响幼儿园教师流动的关键因素。
本研究从中国招募了1118名幼儿园教师（平均年龄 = 31.67，标准差 = 5.02；男性占3.85%，女性占96.14%）。基于现有量表，本研究编制了《幼儿园教师流动及影响因素调查问卷》用于调查。幼儿园教师通过在线问卷报告其基本信息以及首次、第二次和第三次流动的影响因素。采用卡方检验分析社会人口统计学变量与幼儿园教师不同流动频率之间的相关性。二元逻辑回归探究影响幼儿园教师首次、第二次和第三次流动的八个因素。
结果显示，43.65%的幼儿园教师已辞职。具体而言，25.60%的幼儿园教师辞职一次，10.64%的幼儿园教师辞职两次，8.41%的幼儿园教师辞职三次。性别和婚姻状况与幼儿园教师的三次流动频率显著相关。职业压力、奖励、管理机制和职业抱负始终影响幼儿园教师的首次、第二次和第三次流动。
相关管理部门应关注幼儿园教师的高流动率，并提出更多提高其稳定性的策略。在幼儿园教师招聘中可偏向女性和已婚者。减轻幼儿园教师的压力并提高奖励至关重要。此外，幼儿园应提供展示教师才能的空间并完善管理机制。这些结果为提出促进幼儿园教师队伍稳定的有效政策提供了实证支持。
