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This study aimed to understand why teachers choose to stay in the profession despite many challenges. With many teachers leaving their jobs, this research identifies the key factors helping teachers remain committed to their careers. By exploring these factors, the study has been able to conclude strategies to improve teacher retention and support. Target Population and Sample The study focused on ten UK state primary school teachers, with a diverse mix of ages, genders, and teaching experience years. Their insights were crucial in understanding teacher retention. Method and Procedure To gather in-depth insights, the researcher conducted semi-structured interviews with the participants. These interviews allowed teachers to share their personal experiences and perspectives on the challenges and the reasons they stay in the profession. The interviews were conducted online, recorded, and then transcribed for analysis. The data was analysed using thematic analysis, a method that helps identify common themes and patterns in qualitative data. Findings and Literature Comparison The study identified four major themes: Workload and Professional Pressures: Teachers highlighted excessive workload, including lesson planning, marking, administrative tasks, and preparation for inspections, as major stressors. These tasks often lead to physical and mental exhaustion, affecting work-life balance. Coping Through Developing Resilience: Teachers use various strategies to cope with stress, such as exercise, mindfulness, and prioritising sleep. Support from colleagues and professional networks also plays a crucial role in managing stress. Positive Impacts and Personal Fulfilment: The intrinsic rewards of teaching, such as the positive impact on students and personal satisfaction, are significant motivators for teachers. They value the role they play in shaping students' lives and find fulfilment in their professional efforts. Commitment to the Profession: Teachers' commitment to their educational values and the sense of duty towards their profession are strong protective factors. Despite the challenges, their passion for teaching and belief in its importance keep them motivated. Summary Conclusion and Recommendations The findings suggest that financial incentives alone may not be sufficient to retain teachers. Instead, improving working conditions, providing strong support systems, offering professional development opportunities, and promoting a positive school culture are crucial. These strategies can help alleviate the stressors teachers face and enhance their job satisfaction and retention. The research underscores the complex nature of teacher retention, revealing that a combination of systemic, professional, and personal factors influence teachers' decisions to stay in the profession. Despite the widespread challenges, teachers remain committed due to intrinsic motivations, such as positive impacts on students and their passion for teaching. The findings challenge the idea that financial incentives are the primary solution for retaining teachers. While competitive salaries are important, they are not sufficient on their own. Teachers highlighted the need for a supportive work environment, manageable workloads, opportunities for professional development, and recognition of their efforts as crucial elements that contribute to their job satisfaction and decision to stay in the profession. By focusing on these areas, schools and policymakers can create a more supportive and sustainable teaching environment. This approach not only benefits teachers but also enhances student outcomes and overall school performance by fostering a stable and experienced teaching workforce. By implementing the recommendations of this dissertation, schools and policymakers can create a more supportive and fulfilling work environment for teachers. This approach not only addresses the immediate challenges faced by educators but also promotes long-term retention, leading to a more stable and effective education system. These strategies are designed to ensure that teachers feel valued, supported, and empowered to continue making a positive impact on their students' lives.

Potential Benefits and Stakeholders The research has real-world applications and could benefit various stakeholders, including: Schools and Educational Institutions: By implementing the recommended strategies, schools can create a more supportive environment for teachers, reducing attrition rates and improving educational outcomes. Educational Practitioners and Policymakers: The findings provide valuable insights for developing policies and practices that support teacher well-being and retention. Teachers: Enhanced support and professional development opportunities can improve job satisfaction and reduce burnout, contributing to a more positive teaching experience. Students and Parents: Retaining experienced teachers can lead to more stable and effective learning environments, benefiting student achievement and overall school performance. The General Public: Understanding the challenges and motivations of teachers can foster greater appreciation and support for the teaching profession, promoting a positive societal attitude towards education. The impacts of this research could include: Educational: Improved teaching practices and teacher retention can enhance student learning outcomes and overall school performance. Societal: Greater awareness and appreciation of the teaching profession can lead to more robust community support for teachers. Cultural: Promoting a positive school culture and valuing teachers' contributions can foster a more supportive educational environment. Policy and Practice: The findings can inform the development of policies that address teacher workload, support, and professional development needs, leading to systemic improvements in education.