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How does program leadership effect teacher job satisfaction and organizational climate
Huck, Emily Constance
Garrity, SarahRitblatt, ShulammitPotter, Nina
This study will investigate how program leadership affects teacher job satisfaction & organizational climate in a for profit childcare program. Data will be collected from 4 childcare development centers using both qualitative and quantitative methodology. Through a mixed methods design, survey and informal focus group 120 teachers will be asked to fill out two questionnaires. First The Work Attitudes survey measuring work attitudes from the Blue Print for Action Handbook and second The Early Childhood Work Environment Survey. The Childhood Work Environment Survey provided by the McCormack Center or Early Childhood Leadership written by Dr. Paula Jorde Bloom, Ph.D. is designed to find out how employees feel about an early childhood center as a place to work. The question provides opportunity for participants to express feelings and opinions concerning various center policies and practices. It includes questions regarding general work conditions, staff relations, supervisor support, pay and promotion opportunities and the physical setting. Measuring Work Attitudes survey from the Blue Print for Action Handbook provided by the McCormack Center or Early Childhood Leadership written by Dr. Paula Jorde Bloom, Ph.D. is designed to find out how employees feel about different facets of their job. The purpose of these surveys is to help the researcher become more aware of the aspects of teachers jobs that most contribute to job satisfaction as well as what teachers would like to see improved. Directors and assistant directors will be surveyed through the Program Administrative Scale (PAS) provided by the McCormack Center or Early Childhood Leadership written by The McCormick Center for Early Childhood Leadership scholars, Teri Talan and Paula Jorde Bloom, measuring the overall quality of administrative practices of early care and education programs. The PAS assesses quality in ten areas: human resources development, personnel cost and allocation, center operations, child assessment, fiscal management, program planning and evaluation, family partnerships, marketing and public relations, technology, and staff qualifications qualitative data will consist of interviews conducted with four -child care center director's using the Program Administrative Scale (PAS) by Teri Talan and Paula Jorde Bloom.
Child and Family Development
Master of Science (M.S.) San Diego State University, 2012
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