Racial Differences in Occupational Turnover Intent among NCAA Division IA Assistant Football Coaches

2004 ◽  
Vol 21 (1) ◽  
pp. 84-92 ◽  
Author(s):  
George B. Cunningham ◽  
Michael Sagas
Keyword(s):  
Racial Differences ◽  
Ncaa Division I ◽  
Structural Equation ◽  
Career Satisfaction ◽  
Turnover Intentions ◽  
Division I ◽  
Equation Modeling ◽  
Turnover Intent ◽  
Football Coaches ◽  
Intercollegiate Athletic Departments

Whereas previous research has demonstrated racial differences in occupational turnover intent, why such differences exist remains unclear. Therefore, the purpose of this Research Note was to examine perceived opportunity, career satisfaction, and occupational turnover intent of racial-minority and White NCAA Division I-A assistant football coaches (N = 382). Multivariate analysis of variance indicated that racial minorities perceived less career-related opportunity, were less satisfied with their careers, and had greater occupational turnover intentions than their White counterparts. Structural equation modeling indicated that career satisfaction fully mediated the relationship between perceived opportunity and occupational turnover intent. Results highlight the need for a change in the organizational culture of intercollegiate athletic departments such that diversity is valued and embraced.

Female Athletes in Retirement: A Test of a Psychosocial Model of Bulimic Symptomatology

2020 ◽  
Vol 42 (6) ◽  
pp. 490-499
Author(s):  
Stephanie L. Barrett ◽  
Trent A. Petrie
Keyword(s):  
Eating Disorders ◽  
Ncaa Division I ◽  
Latent Variables ◽  
Structural Equation ◽  
Female Athletes ◽  
Collegiate Athletes ◽  
Division I ◽  
Equation Modeling ◽  
Female Collegiate Athletes ◽  
Psychosocial Model

Although researchers have examined eating disorders in female athletes, few such studies have been done with athletes who are retired, and even fewer have been quantitative. Thus, the authors empirically tested an established eating disorder theoretical model with 218 former NCAA Division-I female collegiate athletes who had been retired for 2–6 years. In retirement, participants completed measures of general sociocultural pressures related to body and appearance, thin-ideal internalization, body dissatisfaction, dietary restraint, negative affect, and bulimic symptomatology. Through structural equation modeling, the authors examined the direct and indirect relationships among the latent variables while controlling for body mass index and years since retirement. The model fit the data well, supporting the hypothesized direct and indirect relationships among the variables and explaining 54% of the variance in bulimic symptomatology. Despite no longer being exposed to sport pressures that contribute to eating disorders, female athletes experience such symptoms long into retirement.

The Underrepresentation of African Americans in NCAA Division I-A Head Coaching Positions

2006 ◽  
Vol 20 (3) ◽  
pp. 387-413 ◽  
Author(s):  
George B. Cunningham ◽  
Jennifer E. Bruening ◽  
Thomas Straub
Keyword(s):  
African American ◽  
African Americans ◽  
Ncaa Division I ◽  
Turnover Intentions ◽  
American Football ◽  
Division I ◽  
Head Coach ◽  
Men's Basketball ◽  
Football Coaches ◽  
Basketball Coaches

The purpose of this study was to examine factors that contribute to the under representation of African Americans in head coaching positions. In Study 1, qualitative data were collected from assistant football (n= 41) and men’s basketball (n= 16) coaches to examine why coaches sought head coaching positions, barriers to obtaining such positions, and reasons for leaving the coaching profession. In Study 2, assistant football (n= 259) and men’s basketball coaches (n= 114) completed a questionnaire developed from Study 1. Results indicate that although there were no differences in desire to become a head coach, African Americans, relative to Whites, perceived race and opportunity as limiting their ability to obtain a head coaching position and had greater occupational turnover intentions. Context moderated the latter results, as the effects were stronger for African American football coaches than they were for African American basketball coaches. Results have practical implications for the advancement of African American football coaches into head coaching roles.

Psychosocial Correlates of Bulimic Symptoms Among NCAA Division-I Female Collegiate Gymnasts and Swimmers/Divers

2011 ◽  
Vol 33 (4) ◽  
pp. 483-505 ◽  
Author(s):  
Carlin M. Anderson ◽  
Trent A. Petrie ◽  
Craig S. Neumann
Keyword(s):  
Structural Equation Modeling ◽  
Body Dissatisfaction ◽  
Ncaa Division I ◽  
Structural Equation ◽  
Female Athletes ◽  
Division I ◽  
Equation Modeling ◽  
Restrictive Eating ◽  
Bulimic Symptoms ◽  
Collegiate Gymnasts

In this study, we tested Petrie and Greenleaf’s (2007) model of bulimic symptoms in two independent samples of female collegiate swimmers/divers and gymnasts. Structural equation modeling revealed support for the model, although it also suggested additional pathways. Specifically, general societal pressures regarding weight and body were related to the internalization of those ideals and, subsequently, to increases in body dissatisfaction. Pressures from the sport environment regarding weight and appearance were associated with more body dissatisfaction and more restrictive eating. Body dissatisfaction was related to more feelings of sadness, anger, and fear among the athletes. Negative affect, body dissatisfaction, and dietary restraint were related directly to bulimic symptoms, accounting for 55-58% of its variance. These results suggest that general sociocultural pressures are influential, but weight and appearance pressures in the sport environment may be even more pervasive and negative for female athletes.

The effects of work social support and career adaptability on career satisfaction and turnover intentions

2016 ◽  
Vol 23 (3) ◽  
pp. 337-355 ◽  
Author(s):  
Osman M Karatepe ◽  
Olusegun A Olugbade
Keyword(s):  
Social Support ◽  
Structural Equation ◽  
Career Satisfaction ◽  
Turnover Intentions ◽  
Time Lag ◽  
Equation Modeling ◽  
Career Adaptability ◽  
Career Construction Theory ◽  
Work Social Support ◽  
The Relationship

AbstractApplying career construction theory, this study develops and tests a research model that investigates whether career adaptability mediates the effect of work social support on career satisfaction and turnover intentions. Data obtained from frontline hotel employees with a 2-week time lag in three waves in Nigeria were used to assess the previously mentioned relationships. The results from structural equation modeling suggest that work social support boosts career adaptability and career satisfaction, while it mitigates turnover intentions. Surprisingly, the results suggest that career adaptability triggers turnover intentions, while it has no bearing on career satisfaction. The results further suggest that career adaptability partially mediates the relationship between work social support and turnover intentions.

How Communication in Organizations Is Related to Foci of Commitment and Turnover Intentions

2020 ◽  
pp. 1-12
Author(s):  
Sebastian Holzwarth ◽  
George Gunnesch-Luca ◽  
Roman Soucek ◽  
Klaus Moser
Keyword(s):  
Organizational Communication ◽  
Turnover Intention ◽  
Structural Equation ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Confirmatory Factor ◽  
Communication In Organizations ◽  
Cohesion Theory

Abstract. The current study analyzes how two components of perceived organizational communication (vertical and horizontal) are related to employee turnover intentions via three types of affective commitment foci (organization, supervisor, and team). Using second-order confirmatory factor analysis and structural equation modeling techniques with a large cross-sectional dataset ( n = 3,317), our results show that, in line with social cohesion theory, vertical communication (e.g., supportiveness from the organization) is strongly related to affective organizational commitment, whereas horizontal communication (e.g., supportiveness from colleagues) is primarily related to affective team commitment. Additionally, both communication dimensions are related to affective supervisory commitment. Finally, these three foci of affective commitment incrementally explain and differentially mediate the relationship between perceived organizational communication and turnover intention.

scholarly journals Does Job Embeddedness Mediate the Effect of Resilience on Cabin Attendants’ Career Satisfaction and Creative Performance?

2021 ◽  
Vol 13 (9) ◽  
pp. 5104
Author(s):  
Aram Eslamlou ◽  
Osman M. Karatepe ◽  
Mehmet Mithat Uner
Keyword(s):  
Structural Equation ◽  
Career Satisfaction ◽  
Job Embeddedness ◽  
Performance Outcomes ◽  
Theory And Practice ◽  
Equation Modeling ◽  
Future Research ◽  
Conservation Of Resources ◽  
Creative Performance ◽  
The Impact

An increasing body of research suggests job embeddedness (JE) as a motivational variable influencing employees’ attitudinal and behavioral outcomes such as quitting intentions and task performance. Personal resources have been reported to affect JE and these outcomes. However, little work has investigated the antecedents and consequences of JE among cabin attendants. There is also a dearth of empirical research regarding the mechanism linking resilience to cabin attendants’ affective and performance outcomes. Therefore, drawing on conservation of resources and JE theories, we propose a conceptual model that examines the interrelationships of resilience, JE, career satisfaction (CSAT), and creative performance (CPERF). Moreover, the model explores JE as a mediator of the impact of resilience on CSAT and CPERF. These linkages were tested via data collected from cabin attendants and their pursers. The findings from structural equation modeling reveal that resilience boosts cabin attendants’ JE, CSAT, and CPERF. As predicted, JE is a mediator between resilience and CSAT. Our paper culminates with implications for theory and practice as well as future research directions.

scholarly journals Impact of Organizational Commitment on Intention to Quit Among Psychaitric Nurses: Evidence from Pakistan

2015 ◽  
Vol 5 (4) ◽  
Author(s):  
Kashifa Yasmin ◽  
Prof. Dr. Najib Ahmad Marzuki
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Psychiatric Hospitals ◽  
Developed Countries ◽  
Intention To Quit ◽  
Equation Modeling ◽  
Cross Sectional ◽  
The Government ◽  
The Impact

<p><em>Shortage of the nurses is an important issue in the developing and developed countries. The aim of this paper is to determine the impact of organizational commitment on intention to quit among psychiatric nurses. Based on the model of casual turnover this study assessed the direct effect of organizational commitment on nurse’s intention to quit. The cross sectional data was collected from three hundred five nurses of psychiatric hospitals in Punjab, Pakistan. Structural equation modeling was applied to achieve the objectives. The results revealed that affective commitment and normative commitment have significant impact while continuous commitment has not significant effect on nurse’s intention to quit.  So, the commitment of nurse to hospital goals, missions, and values is not enough to predict her intention to quit from job in the hospital. This study recommends that, the government and policy makers should look beyond forces in their internal and external environment, when considering how to reduce employee’s turnover intentions. This study recommends that future researchers should examine the impact of work environment on intention to quit though burnout as a unit variable. This study contributes socially and economically.</em></p><p><em> </em></p>

scholarly journals An exploratory assessment of callings: the importance of specialization

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Christopher Paul Cain ◽  
Lisa Nicole Cain ◽  
James A. Busser ◽  
Hee Jung (Annette) Kang
Keyword(s):  
Structural Equation ◽  
Career Satisfaction ◽  
Role Theory ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Golf Course ◽  
Life Balance ◽  
Content Type ◽  
The Impact

PurposeThis study sought to understand how having a calling influenced engagement, work–life balance and career satisfaction for Professional Golfers Association of America (PGA) and Golf Course Superintendent of America (GCSA) professionals.Design/methodology/approachA conceptual model was used to examine callings among golf course supervisors and its impact on their engagement, work–life balance and career satisfaction. This study also explored the moderation effect of employees’ generalized or specialized role on the calling–engagement relationship. Surveys were collected from a single golf management company and partial least squares structural equation modeling (PLS-SEM) was used for data analysis.FindingsThe results revealed significant relationships among all of the variables, with the exception of the impact of having a calling on work–life balance. Additionally, the more having a calling increased, the more important it was for supervisors to have specialized roles to increase their engagement.Originality/valueThis study identifies important differences in factors that promote career satisfaction for golf course supervisors and extends current understanding of role theory.

scholarly journals Turnover Intentions and its Drivers: A Study of Banking Sector

2021 ◽  
Vol 7 (1) ◽  
pp. 51-61
Author(s):  
Malka Liaquat ◽  
Mohsin Ali ◽  
Aisha Khursheed ◽  
Qurat ul Ain
Keyword(s):  
Organizational Support ◽  
Psychological Factors ◽  
Structural Equation ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Direct Role ◽  
Justice Perception ◽  
Practical Guidelines ◽  
Influence Perceptions

The current study aims to explore factors which influence perceptions of employees and shape their intentions to leave the organization. It utilizes psychological factors that serve as baseline for turnover intentions. Data of 404 employees were taken from banking sector and evaluated through structural equation modeling in AMOS. Results reveal interesting insights identifying intrinsic rewards as significant factor in countering the turnover intentions whereas, justice perception and organizational support do not play direct role in shaping employees perceptions. Results carry managerial and practical guidelines that can be useful for organizations for creating a strategic taskforce.

The mediational effect of regulatory focus on the relationships between mindfulness and job satisfaction and turnover intentions

2014 ◽  
Vol 19 (5) ◽  
pp. 494-507 ◽  
Author(s):  
Martha C. Andrews ◽  
K. Michele Kacmar ◽  
Charles Kacmar
Keyword(s):  
Job Satisfaction ◽  
Regulatory Focus ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Future Research ◽  
Snowball Sampling ◽  
Prevention Focus ◽  
Content Type ◽  
The Relationship

Purpose – The purpose of this paper is to explore the role of mindfulness as a predictor of the two components of regulatory focus theory (RFT): promotion and prevention focus. It further examines promotion focus and prevention focus as mediators of the mindfulness-job satisfaction and mindfulness-turnover intentions relationships. Finally, job satisfaction is also examined as a mediator of the mindfulness-turnover intentions relationship. Design/methodology/approach – The model was tested using data collected via a snowball approach. Online surveys were distributed to undergraduate students enrolled in a business course. Students were then given the opportunity to earn extra credit by sending the survey to potential respondents. The relationships were tested using structural equation modeling. Findings – Support was found for four of the six hypotheses. Prevention focus did not negatively mediate the relationship between mindfulness and job satisfaction as well as the relationship between mindfulness and turnover intentions. Research limitations/implications – One limitations of this research is the placement of mindfulness as an antecedent to promotion and prevention focus. Another plausible alternative is to consider mindfulness as a consequence. An additional limitation is the use of a snowball sampling technique. Future research should examine these findings using employees of a single organization. Originality/value – This research theoretically and empirically links RFT and mindfulness. This study also adds to the limited research empirically linking RFT and turnover intentions, both directly and indirectly via job satisfaction. Finally, this research extends previous research that established the positive relationship between mindfulness and job satisfaction by examining the mindfulness-job satisfaction-turnover intentions relationship.

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