Mokytojo profesijos patrauklumą lemiantys veiksniai pedagogų pritraukimui ir išlaikymui Kauno miesto bendrojo ugdymo mokyklose
Licencinė sutartis Nr. MRU-EDT-1898.
Darbe analizuojami mokytojo profesijos patrauklumą lemiantys veiksniai ir jų poveikis pedagogų pritraukimui bei išlaikymui Kauno miesto bendrojo ugdymo mokyklose. Tyrime taikoma mišri metodologija, derinant mokytojų anketinę apklausą ir pusiau struktūruotus interviu su mokyklų vadovais. Gauti rezultatai sudaro prielaidas formuoti pagrįstas rekomendacijas savivaldybės švietimo politikos formuotojams ir mokyklų vadovams, siekiant stiprinti mokytojo profesijos patrauklumą.
The master’s thesis “Factors Determining the Attractiveness of the Teaching Profession for the Recruitment and Retention of Teachers in General Education Schools of Kaunas City” analyzes the problem of teacher shortages and the factors influencing the attractiveness of the teaching profession at the municipal level. The research problem is related to the fact that, despite the measures being implemented, the number of teachers continues to decline, the average age of teachers is increasing, and it remains insufficiently clear which specific factors determine the recruitment and retention of teachers in the city. The object of the study is the factors determining the attractiveness of the teaching profession and their impact on the recruitment and retention of teachers in general education schools of Kaunas City. The aim of the study is to empirically assess the impact of these factors on teacher recruitment and retention. A mixed-methods approach was applied in the study: a questionnaire survey of teachers and semi-structured interviews with principals of general education schools in Kaunas City were conducted, along with scientific literature and document analysis and comparative analysis. The results revealed that the attractiveness of the teaching profession is determined by the interaction of internal and external factors, while long-term retention is particularly influenced by salary, working conditions, workload balance, professional recognition, school microclimate, and leadership support. It was found that the existing measures are mostly fragmented and do not ensure sustainable recruitment of new teachers. The final section of the thesis presents recommendations for national education policymakers, local government institutions, and school leaders, focusing on a comprehensive policy for enhancing the attractiveness and retention of the teaching profession, encompassing financial, organizational, career development, and prestige-building solutions.