This study aimed to examine the impact of the key components of the induction
programme on new teacher retention in Nepal. Specifically, it examined new
teachers’ opinions, views, perceptions, and experiences of the induction
programme’s key components and how they are related to gender and
intention to remain in the profession. This study used an integrated mixed
methods approach with the simple random sampling method used as a
sampling strategy. In total, 250 new teachers were randomly selected from
30 private and public schools in Chitwan district in Nepal. The response rate
of the survey questionnaire was 84% (N = 210). Eleven new teachers in total
were selected to take part in the semi-structured interviews who were also
participated in the survey study. The quantitative survey instrument was a
self-administered Likert-type questionnaire developed based on previous
studies addressing the key components of the induction programme. Principal
component analysis (PCA), Student’s t-test, Mann-Whitney U-test, and binary
logistic regression analysis were used to analyze quantitative data, and the
inductive content analysis method was applied to interpret the qualitative
interview data.
For most of the subscales computed based on the PCA, the results
confirmed slightly low mean values, indicating that new teachers were not
satisfied with the induction programme’s current support mechanisms. The
results further indicated only a minimal gender difference in the scales, with
female teachers receiving slightly more support to increase their content
knowledge and high-level subject matter than male teachers; however,
female teachers were still dissatisfied with the amount of collegial support
in sharing content knowledge. Conversely, male teachers were on average
more satisfied with the support programme’s enhancement of teacher well-being than female teachers. The results further showed that 72% of new
teachers stated their intention to remain in the profession, and 28% stated
their turnover intention, which is less than the international attrition rate of
30-50 %.
The quantitative results further indicated that highly task-oriented school
principal management behaviour, collegial support to increase content
knowledge, high expectations of teacher performance, and emphasis on
effective teaching skills have a negative association with new teachers’
intention to remain in the profession. Conversely, collegial support for
instructional skills, recognizing and comfortable working atmosphere, and
well-working observation mechanisms have a positive association with new
teachers’ intention to remain in the profession.
The qualitative results supported the quantitative results’ low mean values,
indicating new teachers’ dissatisfaction with Nepalese induction support.
The results show that most new teachers were dissatisfied with the main
categories of the qualitative interview data concerning, e.g., the practices of
the principal, senior colleagues, and mentors, and the characteristics of the
induction programme. Further, the quantitative and qualitative results partly
converged concerning dissatisfaction with the practices and management
behaviour of school principals, satisfaction with the practices, and induction
formats of senior colleagues, dissatisfaction with the practices of mentors in
supporting new teachers, dissatisfaction with the quality of personal care and
practical support, and impact of the components of the induction programme
on new teachers’ intention to remain in the profession.
Even though the new teachers expressed dissatisfaction with the induction
programme, they reported that they are still in teaching because of a lack of
opportunities in other professions. Overall, the qualitative data contributes
to a more comprehensive and nuanced understanding of the association
between the perceptions of new teachers regarding the key components of
the induction programme and their intention to remain in the profession, and
validated the interpretations of the quantitative results. The findings of this
study would be beneficial to school leaders, policymakers, and practitioners
in finding appropriate solutions to the problem of new teacher attrition.
Keywords: Induction programme, the teaching profession, newly qualified
teachers, turnover intention, teacher retention, and attrition.