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Abstract

Attrition of teachers is a concern for leaders in education; teacher turnover is higher in education compared to many other occupations and professions, especially in the first years on the job (Ingersoll 2003; Ingersoll & Perda, 2010). Nearly half a million teachers leave the education field every year (Alliance for Excellent Education, 2014) while the recruitment and training of teachers is costing the United States about $2 billion each year (Rizga, 2015). The high turnover places a financial burden on districts resulting in decreased resources for books, materials, and staff development of teachers; additionally, replacing teachers can disrupt the instructional process and place restraints on the education system as a whole (Portner, 2008).

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