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Byrne, Leanne (2024) Exploring the perceptions and feelings of leadership level employees in the Early Education sector in Ireland toward job titles: A qualitative research study using semi structured interviews and thematic analysis. Masters thesis, Dublin, National College of Ireland.
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Abstract
It can be alleged that job titles are unimportant in comparison to the responsibilities one holds, however these beliefs are based on postulation rather than scientific findings as they can symbolize elements of identity (Baron & Bielby, 1986). Professional identity within the Early Education sector has been an unresolved topic given its presence in the national press, policy developments and government strategies. Though, there still appears to be a disconnect surrounding the appropriate use of job titles, particularly in the recruitment and retainment of employees.
Whilst literature surrounding Job Titles in the context of recruitment and retention remains under explored in the Early Education context in Ireland, few studies indirectly addressed subtopics i.e., professional identity and identity construction whereby evidence suggests salary and work conditions (Moloney, 2010) as a retention factor. Nevertheless, research has relied on quantitative data, therefore, has not encapsulated the feelings toward job titles, consequently there is an evident gap for qualitative research within the Early Education sector (Shenoy, 2021).
Following qualitative methods through ten semi-structured interviews, the researcher captured the perceptions and feelings of leadership level employees in the sector toward job titles. Collectively, this research suggests that employee’s professional identity is ‘undecided’ and ‘undervalued’ by society and government. Professionals cited that job titles were important for career progression as they reflect social status. Significantly, participants felt that clearly defined job titles support life-course priorities i.e., mortgage. However, most notable was that career progression influenced retention, though, this was constrained by the lack of flexible working conditions.
The findings of this study have the potential to contribute to policy change to better understand the value of job titles, a clearly defined career path and flexible working conditions aiding recruitment and retention.
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