{'fraction_non_alphanumeric': 0.018151815181518153, 'fraction_numerical': 0.0, 'mean_word_length': 5.890151515151516, 'pattern_counts': {'":': 0, '<': 0, '<?xml version=': 0, '>': 0, 'https://': 0, 'lorem ipsum': 0, 'www.': 0, 'xml': 0}, 'pii_count': 0, 'substrings_counts': 0, 'word_list_counts': {'cursed_substrings.json': 0, 'profanity_word_list.json': 0, 'sexual_word_list.json': 0, 'zh_pornsignals.json': 0}}
The causes and effects of English teachers’ turnover: A case from Afghanistan

One of the challenging issues that educational organizations in developing countries face in staffing classrooms with qualified teachers is the high rate of teachers’ turnover. It creates problems for schools, which eventually leads to substandard instruction and low student achievement. This research explores the causes of English teachers’ turnover in a Non-Government Educational Organization in Kabul, Afghanistan. The results indicate that lack of teachers’ motivation, low salary, communication gap between management and teachers, market opportunities for English teachers, workload, absence of career path and weak recruitment processes are the major factors contributing to teachers’ turnover in Afghanistan. The high teachers’ turnover leads to such negative effects as interruptions in learning process, behavioural adjustment of students with new teachers, continuous exposure of students with novice teachers, emotional detachments of students with their teachers and negative effects on students’ learning. The article concludes that educational organizations should deal with their teachers more humanely. Teachers retain and perform in an organization when they are valued, motivated and satisfied with their jobs and their professional status. In the absence of such environment, it is likely that educational organizations in Afghanistan would continue to struggle to attract and retain qualified teachers, which will eventually compromise on the achievements of their students. Considering the findings, creation of covenantal bond rather than contractual bond is suggested as a strategy that could be augmented by a transformational leadership, which can motivate the teachers to remain committed to their profession.