Two main purposes guided this study. The first was to identify the degree to which Jordanian teachers practise classroom management styles in their classrooms and their level of teacher self-efficacy. The second purpose was to explore the relationships between classroom management styles and teacher self-efficacy. This study is quantitative in nature and was conducted using a survey design. A variety of statistical techniques were utilised in this research. The Pearson product moment correlation coefficient (r), means and standard deviations were used as the main statistical techniques. Findings of this study revealed that Jordanian teachers practise the instructional classroom management style more than the other management styles: behaviour management and people management. However, people management was rated the style least practised by Jordanian teachers. Further, Jordanian teachers who participated in this study perceived themselves to have a higher level of personal teacher efficacy compared to general teacher efficacy. Finally, personal teacher efficacy has the highest and significant relationship with each of the classroom management styles and classroom management styles overall. However, general teacher efficacy was found to be correlated insignificantly with each of the classroom management styles and classroom management styles overall.

The lack of teacher retention directly impacts the sustainability of a nation’s educational goals and educational system. There are several influences on the retention of teachers, such as career advancement opportunities, job satisfaction, and other dimensions of being an educator. This survey research examines one hundred and sixty-seven Qatari teachers’ perceptions about Qatar’s current career advancement system and several related dimensions, such as professional development, professional competency, professional licensure system, and career advancement standards essential for sustainability. The findings demonstrate that Qatari teachers are dissatisfied with the current career advancement system, significantly influencing job satisfaction and career retention. In contrast, the influence on professional competencies enhanced for career advancement, obtaining a professional license for career advancement, and career advancement standards were insignificant. It is recommended that Qatar establish an improved career advancement system with career advancement initiatives that meet the needs of Qatari teachers to improve job satisfaction and retention.

This study explored the development of teacher leadership in collaborative online spaces, also called virtual communities of practice (vCoP). Employing a phenomenological research design with semi-structured interviews as the primary data collection method, participants were drawn from a single vCoP. The findings underscored the pivotal role of vCoPs in nurturing teacher leadership skills, facilitated by the dynamic interplay of teacher agency and distributed leadership. Teacher agency empowers educators to proactively take control of their learning journey within vCoPs, enabling them to explore areas of personal interest and expertise, including knowledge sharing and project initiation. Simultaneously, distributed leadership empowers teachers to assume leadership roles within the vCoP, irrespective of their formal positions or seniority, involving activities such as guiding discussions and organizing professional development. This harmonious collaboration between teacher agency and distributed leadership fosters a collaborative and inclusive environment within vCoPs, where teacher leadership thrive.

The purpose of this study was to investigate the characteristics of effective professional development and effective models of professional development as perceived by school teachers in the State of Qatar. This study is quantitative in nature and was conducted using a survey methodology. Means, standard deviations, t-test, and one-way analysis of variance (ANOVA) were utilized to analyze the collected data. Results of the study revealed that school teachers in Qatar perceived the proposed characteristics of effective professional development to be highly effective. Further, school teachers in Qatar perceived mentoring model (mentoring model (providing professional support from experienced teacher to new hiring teacher) as the most effective professional development model. However, an online training program was rated to be the least effective professional development model. Finally, results showed that there are no significant differences among school teachers in perceiving the proposed characteristics of effective professional development and in perceiving the most and the least effective professional development models that are attributed to their gender, years of experience in teaching, and school level.

This article provides a comprehensive guide to conducting and documenting systematic reviews (SRs) in educational research. While SRs are increasingly recognized for their value in synthesizing and evaluating literature on specific research questions or topics, there remains a notable scarcity of research-based papers that guide their development within the field of education. Systematic reviews, distinguished from traditional literature reviews by their standardized processes—including systematic searching, selection, and critical appraisal of relevant studies—offer a more accurate and comprehensive understanding of the research landscape by integrating findings from multiple sources. This paper underscores the importance of adhering to established methodologies and guidelines to ensure the quality and reliability of SRs. Essential elements discussed include defining research questions, developing search strategies, applying inclusion and exclusion criteria, and synthesizing results. The paper also highlights the role of frameworks such as the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) in enhancing transparency and methodological rigor. By following this structured approach, researchers can produce systematic reviews that provide valuable insights into educational practices and policies, thereby supporting evidence-based decision-making and advancing the field of education.

This study surveyed 1008 teachers from K–12 public schools in Qatar regarding a performance-based teaching licensure that replaced its portfolio-based licensure. The survey, which was validated using an exploratory factor analysis (EFA), consisted of four domains: (1) Clarity of licensure procedures; (2) The perceived educational value of the license; (3) Personal gains from the license; and (4) Teachers’ recommendations for improving the licensure. Findings revealed a complex interplay of views, wherein teachers acknowledged the clarity of the licensure protocols and recognized their potential benefits for education quality. However, there remained a disconnect when it came to perceiving the protocols’ direct impact on the teachers’ own professional growth. These insights serve as valuable resources for policymakers and stakeholders, emphasizing the importance of aligning licensure policies with teachers’ needs and aspirations. Ultimately, the study underscores the significance of continuous dialogue and reflection to shape a more effective and meaningful teaching licensure framework. It contributes to the global discourse surrounding teaching licensure, accentuating the paramount significance of fostering continuous dialogue and introspection in crafting an efficacious and resonant licensure framework.