Eva Vekeman

Knowledge and willingness to teach cardiopulmonary resuscitation: A survey amongst 4273 teachers

INTRODUCTION Schoolteachers are expected to play a role in teaching cardiopulmonary resuscitation (CPR) to schoolchildren, but little is known about their attitudes, actual knowledge and willingness to do so. We conducted a survey about CPR knowledge, preparedness to perform and teach CPR as well as attitude towards an alternative self-learning strategy amongst Flemish teachers. METHODS A questionnaire was developed consisting of four distinct parts: (1) Demographics; (2) CPR knowledge and skills level; (3) Attitude towards training and (4) Resuscitation experience. Content experts screened the questionnaire in view of content validity. One hundred and seventy-one students in Educational Sciences were each asked to interview 25 different teachers. RESULTS A total of 4273 teachers participated in the study (primary school n=856; secondary school n=2562; higher education n=855). Of all respondents, 59% (2539/4273) had received previous CPR training with the highest proportion observed in primary schoolteachers (69%) and in the age group 21-30 years (68%). Mandatory CPR training at school was supported by 41% (1751/4273) of the teachers and only 36% was aware that CPR is now formally included in the secondary education curriculum. Sixty-one percent (2621/4273) did not feel capable and was not willing to teach CPR, mainly because of a perceived lack of knowledge in 50% (2151/2621). In addition 69% (2927/4273) felt incompetent to perform correct CPR and 73% (3137/4273) wished more training. Feeling incompetent and not willing to teach was related to the absence of previous training. Primary schoolteachers and the age group 21-30 years were most willing to teach CPR. CONCLUSIONS Although many teachers mentioned previous CPR training, only a minority of mostly young and primary schoolteachers felt competent in CPR and was willing to teach it to their students.

Human Resource Architectures for New Teachers in Flemish Primary Education.

Since research shows that the quality of a school’s teaching force is related to its personnel practices, there is a growing interest in human resource management (HRM) in education. Existing research has generated insights into the differences, constraints and effects of single and isolated HR practices. Yet, little research is available examining bundles of HR practices (that is, HR architecture) from a principal’s perspective. This article investigates how and why HR architectures for new teachers are configured by principals by looking at the ways principals make sense of hiring, induction and tenure practices. The analysis is based on semi-structured interviews with 54 primary school principals in Flanders (Belgium). After coding the interview transcripts using descriptive categories, the transcripts were coded based on principal’s strategic orientation and human resource orientation. Looking at the differences and commonalities in these orientations, four HR architectures were identified: an administrative, a developmental, a strategic and a strategic-developmental HR architecture. These architectures showed that only a minority of principals configure bundles of HR practices for new teachers strategically. Moreover, they point to a disharmony in principals’ beliefs regarding how new teachers should be managed. Differences between these four HR architectures can be found in the extent to which principals perceive and cope with external challenges. Suggestions for further research, limitations and implications of this study are discussed.

The relationship between principals’ configuration of a bundle of HR practices for new teachers and teachers’ person–organisation fit

Abstract Based on studies in the private sector showing the positive effects of strategic human resources management (SHRM) on performance, many stress the value of adopting SHRM in the public sector. However, until now, the argument for applying SHRM in the public sector remains largely theoretical. Especially in educational contexts, it is unclear through which mechanisms SHRM affects performance. Therefore, this paper zooms in on the relationship between the configuration of a bundle of human resources (HR) practices and person–organisation (P–O) fit. A mixed methods design was used to collect both qualitative and quantitative data from principals and teachers in 56 Flemish primary schools. The qualitative data, which provides insight into principals’ configuration of HR practices, were converted into numerical scores and analysed, together with the quantitative teacher data, using multilevel analysis. The results show that both principals’ strategic and HR orientation are associated with teachers’ P–O fit. This study contributes to the research field of SHRM in education by studying a bundle of HR practices and how this relates to the fit of teachers’ own values with the school culture. The practical implications for schools are discussed.

Principals’ configuration of a bundle of human resource practices. Does it make a difference for the relationship between teachers’ fit, job satisfaction and intention to move to another school?

The purpose of this study is to explore whether the relationship between teachers’ person–organisation (P-O) fit, job satisfaction and intention to move to another school varies depending on the way a bundle of human resource (HR) practices is configured in education. Drawing on strategic human resource management literature, a strategic and human resource orientation is considered to provide insight into the configuration of HR practices. A mixed methods design was used to collect both qualitative and quantitative data from principals and teachers in 56 Flemish primary schools. The qualitative data, which provides insight into principals’ configuration of HR practices, were converted into numerical scores and analysed, together with the quantitative teacher data, using multiple group path analysis. The key findings show that the relation between P-O fit and intention to move operates differently depending on the HR orientation of the teacher’s principal but not on their strategic orientation. This finding supports the need for closer attention to be given to the investment of new teachers and the impact this has on the direct and indirect effect of teachers’ P-O fit on teachers’ intention to move.

Awareness and willingness to perform CPR: a survey amongst Flemish schoolchildren, teachers and principals

Abstract Objectives Training children in cardiopulmonary resuscitation (CPR) is one of the strategies to increase bystander CPR in society. Reinforcing knowledge and awareness and increasing willingness to perform bystander CPR contributes to a better outcome after cardiac arrest. We questioned schoolchildren, teachers and principals about their awareness of the importance of CPR and about their willingness to perform CPR. Methods During a four-month period, Flemish schoolchildren aged 10–18 years, teachers and principals were invited to complete a survey consisting of three parts: (1) demographics, (2) CPR (training) experience and (3) attitude towards CPR teaching and training. Result In total, 390 schoolchildren, 439 teachers and 100 principals completed the survey. Previous CPR training was reported by 33% of the schoolchildren (in 82% as part of the curriculum) and by 81% teachers and 82% principals. Willingness to participate in CPR training was 77% in schoolchildren, 79% in teachers and 86% in principals with 88% of the principals convinced that schoolchildren should learn how to perform CPR. Willingness to perform CPR in a real-life situation was 68% in schoolchildren, 84% in teachers and 92% in principals. Conclusion Schoolchildren are well aware of the importance of CPR and are willing to acquire the related knowledge and skills. Noteworthy is the larger awareness among principals and teachers, establishing a strong base for increasing implementation of CPR training in schools. However, a majority of children indicated a lack of training opportunities, highlighting the need for a stronger implementation.

Do teachers leave the profession or move to another school when they don’t fit?

Abstract Teacher turnover is an international issue of continuing concern in education. While different antecedents of teachers’ turnover intention have been identified, teachers’ fit within the school (i.e. person-organisation [P–O] fit) in the context of turnover intention is still an emerging field of research. Building on the unfolding model of voluntary turnover, this study investigates the moderating role of teachers’ perceived employability on teachers’ P–O fit–job satisfaction–turnover intention relationship. Using survey data from 997 teachers across 74 schools, we conducted moderated mediation analysis. The analysis revealed different results for the hypothesised relationships depending on the specific dimension of turnover (i.e. intention to leave the profession or intention to move to another school). While P–O fit is directly related to the intention to move to another school, no evidence was found for a direct relation between P–O fit and the intention to leave the profession. Moreover, the results showed that the relation between P–O fit and the intention to leave/intention to move is mediated by job satisfaction. Yet, only for intention to leave, a small but significant moderating effect of perceived employability was found. These findings provide insight into the psychological processes of teachers wanting to leave the teaching profession or move to another school. Limitations, suggestions for further research and implications are also discussed in this article.

Linking educational leadership styles to the HR architecture for new teachers in primary education

This study aims to gain insight in the relationship between principals’ leadership styles and the configuration of different HR practices for new teachers in primary education. Besides the longstanding interest in educational leadership as a key element in teacher and student performance, there is a growing interest in strategic human resource management (SHRM) in the educational sector. However, few educational studies link educational leadership to SHRM. In particular, this study examines the relationship between principals’ instructional and transformational leadership style and principals’ strategic and HR orientation in configuring HR practices for new teachers. Data were gathered using a mixed methods approach, including interviews with 75 principals as well as an online survey of 1058 teachers in Flemish primary education. Qualitative interview data were transformed and analysed together with the quantitative survey data using logistic regression and ANOVA analyses. The results indicate that both instructional and transformational leadership is associated with the strategic orientation of principals. The HR orientation, on the other hand, is not reflected in the principals’ leadership style. Recommendations for further research in this area are discussed.