Hailesellassie W/GerimaAbrham Nurhusen2026-09-282026-09-282017-06-01https://etd.aau.edu.et/handle/123456789/9042Once considered managers of school buildings, principals have moved into the role of instructional leaders, charged with putting student learning .first in their realm of daily responsibilities. The extent of principal e.ffectiveness as it relates to retaining teachers in school buildings is in need of exploration. The extent and purposes of this study is examined the leadership role of school principals in teacher retention of secondmy and preparatory schools in Bole Sub city. Addis Ababa. The following six questions were asked to drive answers to this study: How are teachers hired and assigned in the schools? What are the major factors which cause teachers turnover? How is the school governance in the schools? what is the perception of teachers towards the role of the school principal in their retentions in the future? What types of effort were made by school leaders to retain their teachers in the schools? What are the major problems caused due to teachers' turnover in the selected school? Data has been collected .tram the sample of 80 working teachers, 15 former teachers and 6 principals, by using census for currently working teachers, available sampling technique for .former teachers and all principals. Data was gathered from teachers and principals by using questionnaire and interview respectively. Frequency, percentage, means, and Rank order were used to analyze data collected through questionnaire and document review. The data obtained from interview and open ended questions were analyzed qualitatively. Further the result of the data analysis indicated that teachers leave secondary and preparatory schools mainly due to inadequate salary and lack of bene.fits. Consequently, the remaining teachers instructional activities were disrupted and unqualtlied teachers were assigned as replacement; As a result, students did not get the proper guidance and knowledge that correspond with their level. Finally, creating conducive environment and other .fringe benefits. providing different appraisal, incentives and recognition, student discipline, increasing administrative support 'were some of the possible strategies forwarded to retain teachers.enLEADERSHIP ROLE OF PRIVATEThesis