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Teacher compensation policy and huma...

Murray, James E.

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Teacher compensation policy and human resource practice.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Teacher compensation policy and human resource practice./
作者:	Murray, James E.
面頁冊數:	257 p.
附註:	Source: Dissertation Abstracts International, Volume: 65-02, Section: A, page: 0371.
Contained By:	Dissertation Abstracts International65-02A.
標題:	Education, Administration. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3122905

Teacher compensation policy and human resource practice.
Murray, James E.

Teacher compensation policy and human resource practice. - 257 p.

Source: Dissertation Abstracts International, Volume: 65-02, Section: A, page: 0371.

Thesis (Ph.D.)--University of Missouri - Saint Louis, 2004.

Educational leaders must develop system to recruit and retain highly qualified teachers, and teacher salary is a key element within these systems. This mixed methods study situates compensation paradigms in a thorough historical framework and then uses a sequential approach of multiple linear regression, cluster analysis, semi-structured interviews, and content analysis to examine issues of teacher compensation structures in a major Midwestern metropolitan area.Subjects--Topical Terms:

626645
Education, Administration.

Teacher compensation policy and human resource practice.
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500 $a Source: Dissertation Abstracts International, Volume: 65-02, Section: A, page: 0371.
500 $a Chair: Kathleen Sullivan Brown.
502 $a Thesis (Ph.D.)--University of Missouri - Saint Louis, 2004.
520 $a Educational leaders must develop system to recruit and retain highly qualified teachers, and teacher salary is a key element within these systems. This mixed methods study situates compensation paradigms in a thorough historical framework and then uses a sequential approach of multiple linear regression, cluster analysis, semi-structured interviews, and content analysis to examine issues of teacher compensation structures in a major Midwestern metropolitan area.
520 $a The quantitative findings indicate that the percentage of revenue received from state sources and the ratio of actual classroom teachers to students have a significant effect on the level of local district teacher compensation. The cluster analysis used the significant variables from the regression analysis and identified three distinct groups of school districts.
520 $a Content analysis of interviews with a purposeful sample of human resource officers from each of the clusters, who have negotiated teacher salaries, reveal a model of the role of teacher compensation in local school districts which includes recruit, reward, renew, retain, and retire. Teacher compensation was based primarily on the single salary schedule. There was one district in the sample frame that used a locally developed incentive pay system. Comparisons were made between the single schedule districts and the incentive pay district.
520 $a Key findings indicate that the socio-economic status of a local school district affects teacher compensation policy and human resource practice. Policy and practice were differentiated by cluster membership along the following dimensions: (1) the threshold package of salary, benefits, and working conditions offered within a self-defined competitive market; (2) local responses to teacher mobility; (3) the purpose of the teacher salary schedule and the presence of local compensation alternatives; (4) the level and style of involvement of the local teacher union; and (5) the local perception of the human resource function as a set of disparate activities or a holistic process.
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