THE INFLUENCE OF DEMOGRAPHIC FACTORS ON TEACHERS RECRUITMENT AND RETAINING

CHAPTER ONE

INTRODUCTION

1. 1. INTRODUCTION

Conventionally, teaching has for decades been regarded as a noble profession, producing a significant set of externalities, benefiting not only the individuals but also the entire society. Within the framework of this concept of teaching, educators over time have tried to define teaching as an interpersonal influence which aims at changing the ways other persons will or can behave (Emah, 2008). This seems to insinuate that teachers are actors and that they play many roles in the classroom, in the school and in the community. In line with the above assertion, the Federal Republic of Nigeria (FRG, 2008) captured the essence by saying that no education system can rise above the quality of its teachers. The role of employees in organizational (educational) success is undisputed and teachers? both in-role and extra-role are critical for effective functioning of schools. The above resume set the stage for this academic debate.

Teacher recruitment and retention is an important factor for all companies, especially the small businesses in the course of their operations, since attracting, training, retaining and motivating employees are the critical success determinants for today’s organization. Essentially, more organizations are now realizing that retention is a strategic issue and represents a competitive advantage (Walker 2001). Teacher recruitment and retention levels depend, in part on the people who are hired, why they are hired, and how they are managed (Dibble, 1999, Herman, 1999; Kaye and Jordan-Evans, 1999). A successful school also depends on its team of committed and productive teachers working with it. The skill of a teacher is therefore the key human capital to operate the school efficiently and has to be retained for the development of the organization. Moreover, when skilled teachers leave a school, they can take a lot of know-how with them (Frank et al. 2004; Walker 2001). Easton and Goodale (2002) reveal that a host of direct and indirect costs arise from the wake of each teacher who voluntarily leaves an organization. The turnover of talented employees constitutes the loss of a valued teacher/employee and costs such as recruitment, training and general administration are incurred that subsequently hinder school growth and success. Also, according to Dess and Shaw (2001), turnover results can have direct and indirect, tangible and intangible costs and a loss of social capital, which may impact organizational success.Thus the need for the study in examining the influence of demographic variables on the recruitment and retention of teachers to ensure growth.

1. 1. STATEMENT OF THE GENERAL PROBLEM

The poor recruitment pattern in Nigerian public and private schools have become a cause for serious concern for educationists and the general public. These poor teacher recruitment and retention policies of schools have negatively affected academic performances of students and thus has affected the Nigeria educational system.

1. 1. AIMS AND OBJECTIVES OF THE STUDY

The major aim of the study is to examine the influence of demographic factors on teachers recruitment and retaining. Other general objectives of the study include the following;

1. To examine the relationship between demographic factors on teacher recruitment and retention.
2. To examine the benefit of demographic factors on teachers performance and retention.
3. To assess the implications of poor recruitment and retention of teachers.
4. To recommend ways of ensuring effective of recruitment and retention of teachers in Nigerian schools.
   1. RESEARCH QUESTIONS

1. What is the influence of demographic factors on teachers recruitment and retaining?
2. What is the relationship between demographic factors on teacher recruitment and retention?
3. What is the benefit of demographic factors on teachers performance and retention?
4. What are the implications of poor recruitment and retention of teachers?
5. What are the ways of ensuring effective of recruitment and retention of teachers in Nigerian schools?

1. 1. RESEARCH HYPOTHESIS

H0: There is no significant influence of demographic factors on teacher recruitment and retaining.

H1: There is no significant influence of demographic factors on teacher recruitment and retaining

1. 1. SIGNIFICANCE OF THE STUDY

The study would be of immense importance towards the development of the Nigerian educational sector. The study would also benefit students, researchers and scholars who are interested in developing further studies on the subject matter.

1. 1. SCOPE AND LIMITATION OF THE STUDY

This study is restricted to the influence of demographic factors on teacher recruitment and retaining in Nigeria

LIMITATION OF STUDY

Financial constraint- Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).

Time constraint- The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work.