The Motivational Climate and Intrinsic Motivation in the Rehabilitation Setting

2018 ◽  
Vol 27 (5) ◽  
pp. 460-468 ◽  
Author(s):  
Rachel E. Brinkman-Majewski ◽  
Windee M. Weiss
Keyword(s):  
Intrinsic Motivation ◽  
Goal Orientation ◽  
Athletic Training ◽  
Effect Size ◽  
Female Athletes ◽  
Athletic Trainers ◽  
Motivational Climate ◽  
Therapeutic Interventions ◽  
Athletic Trainer ◽  
Male Athletes

Context: The motivational climate created by the athletic trainer in rehabilitation may be critical in influencing athletes’ intrinsic motivation and other psychosocial outcomes in the rehabilitation and the recovery processes. Objective: To examine intercollege athletes’ perceptions of the motivational climate in the rehabilitation setting. Specifically, examining if perceptions of the motivational climate can predict athletes’ levels of intrinsic motivation with rehabilitation as well as the relationship between perceptions of the motivational climate and athlete demographics (gender, starter status, athletic trainer gender, etc). Design: Cross-sectional, descriptive research. Setting: College sport team and athletic training center. Participants: National Collegiate Athletic Association Division II intercollege athletes from one institution (n = 187; 125 males and 62 females). Main Outcome Measures: Paper-based survey measuring mastery and performance perceptions of the motivational climate in rehabilitation, athletes’ goal orientation in sport, and athletes’ levels of motivation in rehabilitation. Results: Perceptions of a performance climate were positively related to intrinsic motivation effort–improvement (effect size = 25.34%). Perceptions of a mastery climate were positively related to interest–enjoyment and perceived competence and negatively related to tension–pressure (effect size = 39.03%). In general, female athletes, as well as athletes with a female athletic trainer, had significantly higher perceptions of mastery motivational climate effort–improvement than male athletes and athletes with male athletic trainers. While male athletes and athletes with male athletic trainers had higher perceptions of intrateam member rivalry in rehabilitation. Conclusions: The athlete’s gender and goal orientation, as well as the gender of the athletic trainer creating the motivational climate, can influence whether the environment is perceived as more mastery or performance. The recovering athletes’ perceptions of the climate in rehabilitation can, in turn, affect their intrinsic motivation toward the therapeutic interventions.

College Athletes’ Expectations About Injury Rehabilitation With an Athletic Trainer

2012 ◽  
Vol 17 (4) ◽  
pp. 18-25 ◽  
Author(s):  
Joe Hart ◽  
Damien Clement ◽  
Jordan Hamson-Utley ◽  
Monna Arvinen-Barrow ◽  
Cindra Kamphoff ◽  
...  
Keyword(s):  
Athletic Training ◽  
Student Athletes ◽  
Female Athletes ◽  
Outcome Measure ◽  
Prior Experience ◽  
Athletic Trainer ◽  
Male Athletes ◽  
Injury Rehabilitation ◽  
Rehabilitation Process ◽  
Main Outcome Measure

Context:Injured athletes begin the rehabilitation process with expectations about the nature of the working relationship with an athletic trainer. These expectations can infuence the effectiveness of the assistance provided.Objective:To determine whether male and female athletes differed in terms of expectations about injury rehabilitation services with an athletic trainer.Design:A questionnaire was administered to student athletes that assessed expectations about injury rehabilitation. Setting: Five colleges and universities.Patients or Other Participants:Questionnaire responses were provided by 679 student athletes (443 males and 236 females).Main Outcome Measure:Responses to the Expectations about Athletic Training questionnaire were used to assess factors identifed as Personal Commitment, Facilitative Conditions, Athletic Trainer Expertise, and Realism.Results:A statistically signifcant interaction between gender and prior experience was identifed. Male athletes with no prior experience had lower expectations for a facilitative environment. Female athletes with prior experience were less likely to have realistic expectations.Conclusions:Gender and prior experience infuence athletes’ expectations of injury rehabilitation with an athletic trainer.

scholarly journals Motivation and motivational climate among elite hammer throwers

2013 ◽  
Vol 5 (1) ◽  
pp. 6-10 ◽  
Author(s):  
Ottó Benczenleitner ◽  
József Bognár ◽  
László Révész ◽  
Judit Paksi ◽  
István Csáki ◽  
...  
Keyword(s):  
Intrinsic Motivation ◽  
Goal Orientation ◽  
Extrinsic Motivation ◽  
Female Athletes ◽  
Motivational Climate ◽  
Task Orientation ◽  
Age And Gender ◽  
Skill Levels ◽  
And Gender ◽  
The Individual

Summary Study aim: The purpose of the study was to explore the characteristics of the motivational factors and the motivational climate of elite hammer throwers in the most prestigious and most successful club in Hungary. Material and methods: The Sport Motivational Scale (SMS) and the Perceived Motivational Climate in Sport Questionnaire (PMCSQ) were used to assess the motivation and motivational climate among hammer throw athletes (N=23). Data were analysed with descriptive statistical methods. The independent sample t-test was applied for the determination of differences as related to success level, age, and gender. Also, correlation was used to find out what relationships exist among the variables. Results: Amotivation tends to be at low levels (M=2.48±1.40), while extrinsic motivation (M=4.68±0.79) and intrinsic motivation (M=4.40±0.95) can be considered to be at medium levels in the sample. There were no differences in motivation between elite and non-elite athletes and between athletes under and over 18 years of age. However, male throwers had a significantly higher level of intrinsic motivation (t=2.941, p=.008) and a significantly lower level of amotivation (t=-2.428, p=0.025) than female athletes. The sample had higher values of Task orientation (3.97±0.40) than Ego orientation (2.63±0.47). There were no differences detected in success level, gender, and age in the athletes’ motivational climate. The correlation in all cases seems to be generally low. Conclusions: The coach of this successful club focuses on creating a positive climate in which the athletes’ skill levels, goal orientation, age, and gender are matched with challenges and expectations. The relatively few differences in motivation and motivational climate prove that the coach provides continuous support on both the individual and group level. The coach does it not only with the athletes’ skills and conditioning, but also with their motivation and motivational climate.

Nutrition Knowledge, Opinions, and Practices of Coaches and Athletic Trainers at a Division I University

2001 ◽  
Vol 11 (2) ◽  
pp. 174-185 ◽  
Author(s):  
Michelle Smith Rockwell ◽  
Sharon M. Nickols-Richardson ◽  
Forrest W. Thye
Keyword(s):  
Female Athletes ◽  
Athletic Trainers ◽  
Nutrition Knowledge ◽  
Division I ◽  
Registered Dietitians ◽  
Strength And Conditioning ◽  
Male Athletes ◽  
Nutritional Recommendations ◽  
Better Than ◽  
Analyze Data

The purpose of this investigation was to assess nutrition knowledge, opinions, and practices of coaches and trainers at a Division I university. Participants (n = 53) completed questionnaires regarding nutrition knowledge, opinions, and practices. Descriptive statistics and analysis of variance were used to analyze data. Overall, participants responded correctly to 67% of nutrition knowledge questions. Participants who coached/trained female athletes tended to score better than respondents who coached/trained male athletes. Strength and conditioning coaches and participants with greater than 15 years of experience scored higher than other participants. Nutrition opinions/practices responses revealed that nutritional supplements were provided for all but 6% of participants’ athletes. Participants rated body weight as more important than body composition to athletes’ performances. Over 30% of participants perceived at least one case of disordered eating within the past year. Some participants (53%) felt that athletes may consume more nutritious meals on team-sponsored trips if given larger food allowances. Thirty percent of participants reported dietitians were available to them; the same percentage reported utilizing dietitians. Coaches and trainers are knowledgeable about some appropriate nutritional recommendations, but registered dietitians or qualified sports nutrition professionals may complement the nutrition-related education and counseling of athletes (23).

Considerations for the Use of the Observation Experience to Aid in Early Socialization and Retention of Athletic Training Students

2014 ◽  
Vol 9 (2) ◽  
pp. 54-58 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Thomas Dodge
Keyword(s):  
Athletic Training ◽  
Training Programs ◽  
Athletic Trainers ◽  
Athletic Trainer ◽  
Positive Interactions ◽  
Clinical Experiences ◽  
Athletic Training Students ◽  
Initial Exposure ◽  
Observation Period ◽  
Early Socialization

Context Retention of quality students in athletic training programs (ATPs) is important. Many factors contribute to retention of students, including their motivation level, peer support, positive interactions with instructors, clinical integration, and mentorship. Objective Highlight the use of the observation period for preparatory athletic training students as a means to promote retention. Background Many ATPs require a period of observation as part of or as a precursor to application for admission. The experience gives students initial exposure to the profession while allowing the ATP to evaluate the student's potential for admission and success within the program and as a young professional. The roles of an athletic trainer are complex and challenging; therefore, ATPs need to ensure they are preparing their students for professional practice. Synthesis A review of the retention literature was conducted and specific applications suggested based upon the authors' professional experiences. Results Early socialization into the profession is helpful for understanding an athletic trainer's role. Diversity during the observation period can facilitate a student's understanding, plausibly improving persistence. Recommendations Athletic training programs are encouraged to provide the preparatory student with structured, required observations of athletic trainers. Specifically, students should be exposed to diverse clinical employment settings and the different domains of clinical practice for the athletic trainer. This exposure could plausibly facilitate retention. Conclusions It is important to identify strategies to help retain quality students in order to promote and advance the professional stature of athletic training. Focusing on clinical experiences, rather than quantity of hours, may benefit students who are evaluating their futures as athletic trainers.

Motivation in Physical Activity Contexts: The Relationship of Perceived Motivational Climate to Intrinsic Motivation and Self-Efficacy

1998 ◽  
Vol 20 (3) ◽  
pp. 264-280 ◽  
Author(s):  
Maria Kavussanu ◽  
Glyn C. Roberts
Keyword(s):  
Intrinsic Motivation ◽  
Goal Orientation ◽  
Self Efficacy ◽  
Motivational Climate ◽  
Future Research ◽  
Ability Perceptions ◽  
Perceived Motivational Climate ◽  
Mastery Motivational Climate ◽  
Relationship Of ◽  
The Relationship

This study examined the relationship between perceived motivational climate and intrinsic motivation and self-efficacy and determined the role of goal orientation and perceived motivational climate in predicting intrinsic motivation and self-efficacy. College students (N= 285) enrolled in beginning tennis classes completed a battery of questionnaires assessing perceived motivational climate, goal orientation, intrinsic motivation, self-efficacy, and perceived ability. Perceptions of mastery climate were positively associated with enjoyment, effort, perceived competence, and self-efficacy and were inversely related to tension. In males, dispositional goal orientation and perceived motivational climate emerged as equally important predictors of intrinsic motivation, while mastery motivational climate was the only significant predictor of self-efficacy. In females, performance motivational climate was the strongest predictor of intrinsic motivation and self-efficacy. Perceived normative ability accounted for a substantial amount of unique variance in intrinsic motivation and self-efficacy in both males and females. The motivational implications of the findings are discussed, and directions for future research are provided.

scholarly journals A Study on the Improvement Guide for Sports injury Management System: An Analysis of Survey on the Management, Satisfaction of Facilities and Job Satisfaction of Athletic Trainers

2020 ◽  
Vol 29 (3) ◽  
pp. 291-299
Author(s):  
Hae-Joo Nam ◽  
Eunwook Chang
Keyword(s):  
Health Care ◽  
Athletic Training ◽  
Management System ◽  
Athletic Trainers ◽  
Sports Injury ◽  
Working Environment ◽  
Athletic Trainer ◽  
Environment Change ◽  
Injury Management ◽  
Significant Difference

PURPOSE: The purpose of this study was to investigate athletes’ satisfaction of sports injury management system and athletic trainers’ job satisfaction.METHODS: Total of 183 athletes and 30 athletic trainers responded to the survey. The surveys consisted 25 questions for health care satisfaction from athletes. From factor analysis, there were four subfactors 1) Satisfaction with trainer quality, 2) Activity on the role of the trainer, 3) Satisfaction with injury management system service, 4) The necessity of an athletic trainer) from 25 questions. The survey for athletic trainers consisted to 19 questions and there were five subfactors 1) Relationship and communication, 2) Treatment as an athletic trainer 3) Expectation for working environment change, 4) Proud for the job, 5) Anxiety and inequality in the work environment). One-way analysis of variance was utilized to compare the differences among subfactors in each category. Independent t-test was used to compare the satisfaction with or without athletic trainers.RESULTS: 1) Athletes’ satisfaction: there was a significant difference between the satisfaction with or without athletic trainers in subfactor 2 and 3 (p<.01). The satisfaction of injury management system exhibited that subfactor 2 and 3 showed a significance difference by age (p<.05) and subfactor 1, 2, and 3 (p<.01) showed a significant difference by event participations of athletic trainers. 2) Athletic trainers’ satisfaction: There was a significant difference on subfactor 3 (p<.05) between age 20-26 years old. In addition, there was a significant difference on sub factor 3 (p<.05) by type of sports and on subfactor 2 (p<.05) by career span.CONCLUSIONS: A systematic athletic training education program and the vocational welfare environment of athletic trainer will be necessary for providing a better health care services to athletes.

scholarly journals Initial Validation of a Multilevel Model of Job Satisfaction and Career Intentions Among Collegiate Athletic Trainers

2018 ◽  
Vol 53 (7) ◽  
pp. 709-715
Author(s):  
Christianne M. Eason ◽  
Stephanie M. Mazerolle ◽  
William A. Pitney
Keyword(s):  
Job Satisfaction ◽  
Family Support ◽  
Athletic Training ◽  
Multilevel Model ◽  
Athletic Trainers ◽  
Organizational Factors ◽  
Athletic Trainer ◽  
Sociocultural Factors ◽  
Career Intentions ◽  
Work Family

Context:  The constructs of job satisfaction and career intentions in athletic training have been examined predominantly via unilevel assessment. The work-life interface is complex, and with troubling data regarding attrition, job satisfaction and career intentions should be examined via a multilevel model. Currently, no known multilevel model of career intentions and job satisfaction exists within athletic training. Objective:  To validate a multilevel model of career intentions and job satisfaction among a collegiate athletic trainer population. Design:  Cross-sectional study. Setting:  Web-based questionnaire. Patients or Other Participants:  Athletic trainers employed in National Collegiate Athletic Association Division I, II, or III or a National Association of Intercollegiate Athletics college or university (N = 299; 56.5% female, 43.5% male). The average age of participants was 34 ± 8.0 years, and average experience as an athletic trainer was 10.0 ± 8 years. Main Outcome Measure(s):  A demographic questionnaire and 7 Likert-scale survey instruments were administered. Variables were responses related to work-family conflict, work-family enrichment, work-time control, perceived organizational family support, perceived supervisor family support, professional identity and values, and attitude toward women. Results:  Exploratory factor analysis confirmed 3 subscales: (1) individual factors, (2) organizational factors, and (3) sociocultural factors. The scale was reduced from 88 to 62 items. A Cronbach α of 0.92 indicated excellent internal consistency. Conclusions:  A multilevel examination highlighting individual, organizational, and sociocultural factors is a valid and reliable measure of job satisfaction and career identity among athletic trainers employed in the collegiate setting.

Influences on Graduate Assistant Athletic Trainers’ Career Intentions and Career Goals

2016 ◽  
Vol 21 (4) ◽  
pp. 34-44
Author(s):  
Stephanie Mazerolle ◽  
Christianne M. Eason ◽  
Stephanie Clines
Keyword(s):  
Athletic Training ◽  
Athletic Trainers ◽  
Career Goals ◽  
Athletic Trainer ◽  
Graduate Assistant ◽  
Socialization Process ◽  
Career Intentions ◽  
Influence Perceptions

The graduate assistant (GA) athletic trainer position often symbolizes an important transitory role from student to autonomous practitioner. The position also is used to help gain valuable experience for future employment. Our purpose was to understand the socialization process of the GA athletic trainer as well as investigate the career intentions as they begin to seek employment following their experiences in that transitory role. Twenty-five (5 males, 20 females) GA athletic trainers were recruited and participated in this study. Findings indicate the experiences of novice athletic trainers serving as GAs have the potential to both positively or negatively influence perceptions of the athletic training profession and, ultimately, career intentions.

scholarly journals National Athletic Trainers' Association Position Statement: Facilitating Work-Life Balance in Athletic Training Practice Settings

2018 ◽  
Vol 53 (8) ◽  
pp. 796-811 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
William A. Pitney ◽  
Ashley Goodman ◽  
Christianne M. Eason ◽  
Scott Spak ◽  
...  
Keyword(s):  
Organizational Climate ◽  
Athletic Training ◽  
Athletic Trainers ◽  
Position Statement ◽  
Work Life ◽  
Work Life Balance ◽  
Athletic Trainer ◽  
Life Balance ◽  
National Athletic Trainers Association ◽  
Training Practice

Objective: To illustrate the concept of work-life balance and those factors that influence it and to provide recommendations to facilitate work-life balance in athletic training practice settings. To present the athletic trainer with information regarding work-life balance, including those factors that negatively and positively affect it within the profession.Background: Concerns for work-life balance have been growing within the health care sector, especially in athletic training, as it is continuously linked to professional commitment, burnout, job satisfaction, and career longevity. The term work-life balance reflects those practices used to facilitate the successful fulfillment of the responsibilities associated with all roles one may assume, including those of a parent, spouse, partner, friend, and employee. A host of organizational and individual factors (eg, hours worked, travel demands, flexibility of work schedules, relationship status, family values) negatively influence the fulfillment of work-life balance for the athletic trainer, but practical strategies are available to help improve work-life balance, regardless of the practice setting.Recommendations: This position statement is charged with distributing information on work-life balance for athletic trainers working in a variety of employment settings. Recommendations include a blend of organizational and personal strategies designed to promote work-life balance. Establishing work-life balance requires organizations to have formal policies that are supported at the departmental and personal level, in addition to informal policies that reflect the organizational climate of the workplace. Individuals are also encouraged to consider their needs and responsibilities in order to determine which personal strategies will aid them in attaining work-life balance.

Sign in / Sign up

Export Citation Format

Share Document