1Running head: DISSERTATION METHODOLOGICAL CRITIQUE

CONCORDIA UNIVERSITY CHICAGO

Doctoral Program

CONCORDIA UNIVERSITY CHICAGO

Doctoral Program
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DISSERTATION METHODOLOGICAL CRITIQUE
Dissertation Methodological Critique

Pavic (2020) dissertation gave insight into the research that has begun to show that

leadership within school’s leadership along with the support of the administration, does have a

connection to job satisfaction from a teacher’s perspective, as well as it has an impact on the

commitment from within the organization, teacher interventions and turnovers. Being similar to

my study, this study based on a quantitative methodology, gives insight into the underlying

relationships that are built between principals and their teachers, when looking at their particular

model style, collaboration, consideration of others and, and their vision, when it comes to the

turnover of the teachers within their school setting.

The study found that the five mentioned variables above have the most impact on the

teachers' reason for leaving a campus. The ending results gave insight that they are all negative

variables when it comes to the relationship between principles and their teachers. Now when

looking into my research, I am looking to know more on how this affects only minority females.

It can be determined from this study and others that there is a connection between the way that

principals behave and the way that it affects the teachers within the school setting. As with my

research open ended questions were used to help give a more in-depth look and supporting

details to see how this can be changed in the future.

This study that Pavic(2020) conducted was based on school within Maryland. My

research will be randomly based on the United States as a whole. Over the years with the

different networking that I have established, I am going to try to gain a pool of participants from

all regions or areas. I personally have experience from schools located within the Midwest states.
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Creswell & Guetterman (2019), upon looking over the methodologies, I feel that my research

would be best suited for a Phenomenological study. I have battled back and forth between

quantitative, qualitative, and a mixed method approach. However, when looking at it in that

manner it was making it such a broad topic that I felt the need to wheel things in and decided that

it would be best to keep it with a qualitative approach (Dajani,2013). As with Pavic’s (2020) a

quantitative research method was used. Questions and surveys were the foundation of the

research. I like how there were also other aspects into the insight of the reason for the teacher

leaving a campus. Another aspect that I found beneficial to my research was that of

transformational leadership. It can be noted that, as educators, principals, teachers, assistants we

all come from the same background and, that means that we are all affected in some manner

when the organizational culture is not appropriate. Regardless if it is bullying, salary, programs,

administrations, when there is a disconnect everyone suffers. This gives me insight to continue

looking at other underlying issues that would cause some administrators and principals to have

bullying personality and work ethic.

Pavic (2020), stated that the area I state where I can say that I have seen and experienced

the most bullying and less turnover was in Midwest states, whereas in the Southern States there

was a higher turnover rate. This again gives me insight that many, including myself although

there were some negative experiences within the K-12 education system, many educators and

mostly minority African American female educators do not leave the school setting that they are

in when these things take place. This allows for me to know that this research can continue on

the reason why others stay, and others don’t. Then even on a global aspect why is it that those

within the southern states have a higher number of leaving the campus, but within the northern

states these individuals choose to stay. Pavic(2020), conclusion was valuable to my study in that
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it concluded that strong evidence is supported to show that the leadership, behaviors, and actions

of principals have a major impact on the turnover of teachers. I like the notation that because

teachers may be busy that the researcher made it appeased to the teachers that the study was

conducted with to be a short and quick survey convenient to them on their time( Gall, Gall, &

Borg, 2015).

The limitations of the study were also some of the concerns that I presumed that I would

have as well, but not to the extent of that in Pavic(2020). As with my study some of the same

limitations are that of non-seasoned teachers, bias is always going to be a limitation. On the other

hand, a limitation listed in the research was that of timing. I feel that timing will not be a

limitation of mine, in that I want to know about current situations if there are any, but most

importantly those experiences that we don’t speak of or have not spoken of but continued to keep

the job when it is looked at on African American minority female teachers.

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References

Creswell, J.W. & Guetterman, T.C. (2019). Educational research: Planning, conducting,

and evaluating quantitative and qualitative research. New York, NY: Pearson.

Dajani, A. (2013). Qualitative investigation of principal behaviors that impact teacher turnover

intention and job satisfaction in an American international school. New York, NY:

Pearson.

Gall, J., Gall, M., & Borg, W. (2015). Applying educational research : A practical guide (5th

ed.). Boston: Pearson/Allyn & Bacon.

Pavic, V. (2020). Investigating the relationship between principal behaviors and teacher turnover

intentions in selected Maryland schools (Doctoral dissertation). Retrieved from ProQuest

Dissertations & Theses Global. (2309522384).