Factors Contributing To Low Teachers Retention In Rural Public Secondary Schools: A Case Study Of Kiteto District In Tanzania

ABSTRACT 

The purpose of the study was to examine the factors contributing to low teachers retention in rural public secondary school in Kiteto district. The objectives of the study included: to establish the effect of remuneration on teacher retention; to find out the effect of conditions of working environment on teacher retention in, and to examine the effect of a general school management on teacher retention. Literature review related to study topic which done by other scholars were included in this study which include theoretical literature review, empirical review and conceptual framework. 

The study used cross-sectional survey research design adopting mainly qualitative and a little bit quantitative approaches. The researcher used a sample of 104 respondents. Simple random sampling and Purposive sampling were used. Methods of data collections were social survey and personal interview whereby questionnaires and interviews guide employed as tools for data collection. Data analysis employed both qualitative and quantitative with the help of computer software Microsoft excel software to determine frequencies and percentages. 

Findings of the study revealed that majority of the teachers were ready to leave the school soon and were willing to take another form of employment outside the school because salary and fringe benefits were not adequate for them to go through the month. Furthermore, the study found that majority of the teachers was ready to leave the school soon due to un conducive working condition. Also, most of the teachers did not enjoy the general school management handle and incorporate them in deciding some important issues, and hence were ready to leave their working areas. 

The research concluded that remuneration, conditions of working environment and general school management had positive impact with retention. The study recommends that; Schools should give adequate and timely remuneration and fringe benefits to teachers; Schools should take into consideration the maintenance (hygiene) factors that are necessary to avoid dissatisfaction among teachers and the motivators that contribute to teachers‟ job satisfaction; Schools should ensure that teachers are treated fairly within the school and in relation to employees of other organizations.