Managing Teacher Attrition Rate for Quality Education in Public Senior Secondary Schools in Rivers State, Nigeria - Study Report

Oct 15, 2026

This study examines how teacher attrition rate is managed to improve quality education delivery in public senior secondary schools in Rivers State, Nigeria. Three research questions and two hypotheses guided the work under an analytical survey design. Data were collected from 1,104 respondents using a self-constructed questionnaire (MTARQEDQ) validated with reliability coefficient 0.83. Descriptive statistics and z-test (α=0.05) were applied. Results show no significant principal–teacher difference on causes, a significant difference on challenges, and significant gender-based differences on management approaches. The study concludes that improved services and welfare packages reduce attrition and strengthen retention.

LanguageEnglish

CategoryResearch & Report

FormatPDF

Pages12

Reading Time30 min

AccessFree to download

Abstract

Introduction

Theoretical Framework

Teacher Attrition Rate

MANAGING TEACHER ATTRITION RATE FOR QUALITY EDUCATION IN PUBLIC SENIOR SECONDARY SCHOOLS IN RIVERS STATE, NIGERIA CHINYEREM U. MADUMERE-OBIKE University of Port Harcourt, Nigeria CHINYERE C. UKALA University Of Port Harcourt, Nigeria AKACHUKWU I. NWABUEZE University Of Nigeria ABSTRACT This study examined the management of teacher attrition rate for quality education delivery in public senior secondary schools in Rivers State, Nigeria. Three research questions and two hypotheses were formulated to guide the study. Analytical survey design was adopted. Population of the study consisted of two hundred and forty-seven (247) public secondary schools with 247 male andfemale principals and 7,713 teachers in Rivers State. The sample size consisted of 1,104 respondents (both Principals and Teachers) of public senior secondary schools in Rivers State representing 14% of the study population. A self-constructed instrument questionnaire tagged “Managing Teacher Attrition Rate for Quality Education Delivery Questionnaire”(MTARQEDQ) was used for data collection. The instrument was validated and its reliability co-efficient was established at 0.83. The mean and standard deviation were used in answering the research questions while z-test statistical tool were used in testing the hypotheses at a .05 level of significance. The findings revealed that there was no significant difference between the mean scores ofprincipals and teachers on the causes of teacher attrition rate for quality educational delivery in Rivers State public senior secondary schools. Also there was a significant difference between the mean score ofprincipals and teacherson the challenges posed by teacher attrition rate. Significant difference also exists in between the mean scores of male and female teachers on the ways effective management of teacher attrition rate can enhance quality teaching. The study concluded that better services and good welfare packages for teachers can reduce teacher attrition rate. Paying attention to teachers by giving them equal regards with other professions will increase teachers’retention. INTRODUCTION Teachers are the key inputs in educational production process. Their source and stability in the system are the most important keys to improving learning outcome. Teachers are ina service organization that is geared towards human development and character molding. That is why the National Policy on Education declared that, no educational system can rise above the quality of its teachers (Federal Republic of Nigeria, 2013) . The success of any educational organization depends on the teaching staff since the teacher is central to the learning process; hence, the teacher’s position is sacred in relation to the students and the society. However, over the years, the teaching profession has been relegated to the background as a result of the so-called ‘greener pastures’. This is the clamour for oil companies and other occupation that offer higher pay and greater prestige. Thus, the teaching force began to lose its best workforce. The qualified teachers are constantly lost to other Educational Planning 47 Vol. 25, No. 4 institutions such as: custom service, banks, oil companies and other federal government parastatals. It, therefore, followed that only those who could not get better job stayed on while new entrants to the profession use it as a stepping stone to get better jobs. According to the Merriam-Webster Learner’s Dictionary (2015), attrition is a reduction in number of employees as a result of resignation, retirement or death. Borman and Dowling (2014) defined teacher attrition as the process of leaving the teaching profession for other career endeavour. From the following definitions, the researchers consider teacher attrition as the loss of teachers from the teaching profession. Teachers’ attrition in Rivers State, Nigeria, manifests in different forms such as retirement, resignation, transfer, acquisition of highe

FAQs

What does the study investigate about teacher attrition?

It investigates the management of teacher attrition rate and how it affects quality education delivery in public senior secondary schools in Rivers State, Nigeria.

How was data collected and analyzed?

A self-constructed questionnaire (MTARQEDQ) was used, validated with reliability coefficient 0.83. Mean and standard deviation answered research questions, while hypotheses were tested using z-test at the 0.05 significance level.

What key findings relate to the causes and challenges of attrition?

There was no significant difference between principals and teachers on the causes of teacher attrition, but there was a significant difference on the challenges posed by teacher attrition.

Oct 15, 2026

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