A Case Study on Work Situations of Teacher-Administrators in a Comprehensive Secondary School

• Main Authors: Xu, Shi-Rou, 徐詩柔
• Other Authors: Chen, Pei-Ying
• Format: Others
• Language: zh-TW
• Published: 2016
• Online Access: http://ndltd.ncl.edu.tw/handle/69606175468213210227

碩士 === 國立臺灣師範大學 === 教育政策與行政研究所 === 104 === "Administrative personnel shortage" has recently become a critical issue in school leadership practices. Most of schools leaders hardly find teachers to serve as administrators in every summer. The researcher therefore wanted to explore the reasons why teachers were unwilling to take responsibilities as administrators. This study selected a case school from a comprehensive secondary schools. Due to the complexity of administrative division of labors and coordination at comprehensive secondary school, this case could revealed the importance of stability in the school administration personnel flow. This study adopted a motivation-hygiene theory perspective to investigate work situations of teacher-administrators, and to illustrate the reasons that influenced teachers' willingness to continue the work of administration in the context of the comprehensive secondary school. Research data were mainly collected via interviews. The 12 participants included 3 directors of school administration, 8 chiefs of sub-units, and a class teacher of the case school. Conclusions of this study are as follows: 1. The unique organizational culture of the comprehensive secondary school caused complexity of division of labor and challenges for administrative work. 2. Current school administrative work provided insufficient incentives for teachers to join the administrative teams. 3. Newly coming staff has been seen as a temporary solution to deal with the shortage of administration personnel. 4. Heavy administrative workload and prone to blame were the main reasons why senior teachers were reluctant to continuingly serve as administrators. 5. The teacher-administrators felt more dissatisfied with the work.However, some counter-balanced personal reasons and professional achievements might encourage them to be willing to continue the administration work.