Work-Life Balance Perspectives of Male NCAA Division I Athletic Trainers: Strategies and Antecedents

2015 ◽  
Vol 7 (2) ◽  
pp. 50-62 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Christianne Marie Eason ◽  
Walter A. Trisdale
Keyword(s):  
Ncaa Division I ◽  
Athletic Trainers ◽  
Work Life ◽  
Division I ◽  
Work Life Balance ◽  
Life Balance

Factors and Strategies Contributing to the Work–Life Balance of Female Athletic Trainers Employed in the NCAA Division I Setting

2013 ◽  
Vol 5 (5) ◽  
pp. 211-222 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Elizabeth M. Ferraro ◽  
Christianne M. Eason ◽  
Ashley Goodman
Keyword(s):  
Ncaa Division I ◽  
Athletic Trainers ◽  
Work Life ◽  
Division I ◽  
Work Life Balance ◽  
Life Balance

scholarly journals Fulfillment of Work–Life Balance From the Organizational Perspective: A Case Study

2013 ◽  
Vol 48 (5) ◽  
pp. 668-677 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Ashley Goodman
Keyword(s):  
Work Environment ◽  
Athletic Training ◽  
Ncaa Division I ◽  
Clinical Setting ◽  
Work Life ◽  
Division I ◽  
Work Life Balance ◽  
Theory Approach ◽  
Life Balance ◽  
Family Friendly

Context: Researchers studying work–life balance have examined policy development and implementation to create a family-friendly work environment from an individualistic perspective rather than from a cohort of employees working under the same supervisor. Objective: To investigate what factors influence work–life balance within the National Collegiate Athletic Association (NCAA) Division I clinical setting from the perspective of an athletic training staff. Design: Qualitative study. Setting: Web-based management system. Patients or Other Participants: Eight athletic trainers (5 men, 3 women; age = 38 ± 7 years) in the NCAA Division I setting. Data Collection and Analysis: Participants responded to a series of questions by journaling their thoughts and experiences. We included data-source triangulation, multiple-analyst triangulation, and peer review to establish data credibility. We analyzed the data via a grounded theory approach. Results: Three themes emerged from the data. Family-oriented and supportive work environment was described as a workplace that fosters and encourages work–life balance through professionally and personally shared goals. Nonwork outlets included activities, such as exercise and personal hobbies, that provide time away from the role of the athletic trainer. Individualistic strategies reflected that although the athletic training staff must work together and support one another, each staff member must have his or her own personal strategies to manage personal and professional responsibilities. Conclusions: The foundation for a successful work environment in the NCAA Division I clinical setting potentially can center on the management style of the supervisor, especially one who promotes teamwork among his or her staff members. Although a family-friendly work environment is necessary for work–life balance, each member of the athletic training staff must have personal strategies in place to fully achieve a balance.

scholarly journals Perceptions of National Collegiate Athletic Association Division I Female Athletic Trainers on Motherhood and Work-Life Balance: Individual- and Sociocultural-Level Factors

2015 ◽  
Vol 50 (8) ◽  
pp. 854-861 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Christianne M. Eason
Keyword(s):  
National Collegiate Athletic Association ◽  
Athletic Trainers ◽  
Work Life ◽  
Division I ◽  
Work Life Balance ◽  
Sociocultural Factors ◽  
Sports Management ◽  
Full Time ◽  
Life Balance ◽  
Data Collection And Analysis

Context  A multilevel model of work-life balance (WLB) has been established in the sports management literature to explain interactions among organizational/structural, individual, and sociocultural factors and their effects on individual responses and attitudes toward WLB. These factors influence experiences and outcomes related to WLB. Objective  To examine individual and sociocultural factors that may influence perceptions of female athletic trainers (ATs) employed in the National Collegiate Athletic Association Division I setting, particularly any sex-specific influences. Design  Qualitative study. Setting  National Collegiate Athletic Association Division I. Patients or Other Participants  A total of 27 women (14 single with no children, 6 married with no children, 7 married with children) currently employed as full-time ATs in the Division I setting participated. Data Collection and Analysis  Participants responded to a series of open-ended questions via reflective journaling. Data were examined using a general inductive approach. Trustworthiness was established by multiple-analyst triangulation, member interpretive review, and peer review. Results  Participants recognized that their sex played a role in assessing WLB and a long-term career as an AT. In addition, they identified various individual- and sociocultural-level factors that affected their perceptions of WLB and attitudes toward a career goal. Conclusions  Our data suggested that female ATs may hold traditional sex ideologies of parenting and family roles, which may influence their potential for career longevity.

scholarly journals Motherhood and Work–Life Balance in the National Collegiate Athletic Association Division I Setting: Mentors and the Female Athletic Trainer

2014 ◽  
Vol 49 (4) ◽  
pp. 532-539 ◽  
Author(s):  
Christianne M. Eason ◽  
Stephanie M. Mazerolle ◽  
Ashley Goodman
Keyword(s):  
Role Models ◽  
National Collegiate Athletic Association ◽  
Athletic Trainers ◽  
Work Life ◽  
Division I ◽  
Work Life Balance ◽  
Clinical Settings ◽  
Full Time ◽  
Life Balance ◽  
Data Collection And Analysis

Context: One of the greatest catalysts for turnover among female athletic trainers (ATs) is motherhood, especially if employed at the National Collegiate Athletic Association Division I level. The medical education literature regularly identifies the importance of role models in professional character formation. However, few researchers have examined the responsibility of mentorship and professional role models as it relates to female ATs' perceptions of motherhood and retention. Objective: To evaluate perceptions of motherhood and retention in relation to mentorship and role models among female ATs currently employed in the collegiate setting. Design: Qualitative study. Setting: Female athletic trainers working in National Collegiate Athletic Association Division I. Patients or Other Participants: Twenty-seven female ATs employed in the National Collegiate Athletic Association Division I setting volunteered. Average age of the participants was 35 ± 9 years. All were full-time ATs with an average of 11 ± 8 years of clinical experience. Data Collection and Analysis: Participants responded to questions by journaling their thoughts and experiences. Multiple-analyst triangulation and peer review were included as steps to establish data credibility. Results: Male and female role models and mentors can positively or negatively influence the career and work–life balance perceptions of female ATs working in the Division I setting. Female ATs have a desire to see more women in the profession handle the demands of motherhood and the demands of their clinical setting. Women who have had female mentors are more positive about the prospect of balancing the rigors of motherhood and job demands. Conclusions: Role models and mentors are valuable resources for promoting perseverance in the profession in the highly demanding clinical settings. As more female ATs remain in the profession who are able to maintain work–life balance and are available to serve as role models, the attitudes of other women may start to change.

scholarly journals The Organizational Climate in Collegiate Athletics: An Athletic Trainer's Perspective

2018 ◽  
Vol 53 (1) ◽  
pp. 88-97 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Christianne M. Eason
Keyword(s):  
Organizational Climate ◽  
Athletic Trainers ◽  
Collegiate Athletics ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Staff Members ◽  
Expert Review ◽  
Data Saturation ◽  
Collegiate Athletic Trainers

Context:  An organizational climate is largely based on an employee's perceptions of the working conditions in which he or she engages regularly. A multifaceted concept, the organizational climate is often formed by perceptions of employee welfare, rewards, and support. Achieving work-life balance is also a part of the climate. Objective:  To learn collegiate athletic trainers' perceptions of organizational climate and specifically how it may pertain to their work-life balance. Design:  Phenomenologic study. Setting:  Collegiate practice setting. Patients or Other Participants:  Thirty athletic trainers working in the collegiate athletics setting took part in 1-on-1 phone interviews. The participants were 30.5 (interquartile range [IQR] = 7.75) years old and had been certified for 7 (IQR = 5) years and at their current position for 4 (IQR = 3) years. Data Collection and Analysis:  Participants completed a phone interview that followed a semistructured framework. All transcribed interviews were analyzed using a phenomenologic approach. Researcher triangulation, expert review, and data saturation were used to establish credibility. Results:  Athletic trainers working in the collegiate athletics setting who had positive perceptions of their work-life balance described their organizational climate as family friendly. Our participants' supervisors allowed for autonomy related to work scheduling, which provided opportunities for work-life balance. These athletic trainers believed that they worked in a climate that was collegial, which was helpful for work-life balance. In addition, the importance of placing family first was part of the climate. Conclusions:  The perceptions of our participants revealed a climate of family friendliness, supervisor support, and collegiality among staff members, which facilitated the positive climate for work-life balance. The mindset embraced the importance of family and recognized that work did not always have to supersede personal priorities.

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.

scholarly journals Multilevel Examination of Job Satisfaction and Career Intentions of Collegiate Athletic Trainers: A Quantitative Approach

2018 ◽  
Vol 53 (1) ◽  
pp. 80-87 ◽  
Author(s):  
Christianne M. Eason ◽  
Stephanie M. Mazerolle ◽  
Craig R. Denegar ◽  
William A. Pitney ◽  
Jennifer McGarry
Keyword(s):  
Job Satisfaction ◽  
Athletic Training ◽  
Athletic Trainers ◽  
Work Life ◽  
Work Life Balance ◽  
Complex Nature ◽  
Career Intentions ◽  
Life Balance ◽  
Independent Variables ◽  
Collegiate Athletic Trainers

Context:  Recent employment data from collegiate athletic training settings have demonstrated departure trends among men and women. These trends have been hypothesized to be related to work-life balance. However, work-life balance is only 1 aspect of a myriad of factors. Due to the complex nature of the work-life interface, a multilevel examination is needed to better understand the precipitators of departure. Objective:  To quantitatively examine factors that may influence collegiate athletic trainers' (ATs') job satisfaction and career intentions via a multilevel examination of the work-life interface. 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 National Association of Intercollegiate Athletics colleges or universities (N = 299: 56.5% female, 43.5% male). The average age of participants was 33.6 ± 8.3 years, and their average experience was 10.3 ± 7.6 years. Data Collection and Analysis:  Participants responded to an online questionnaire consisting of demographic questions, 9 Likert-scale surveys, and open-ended questions. Job-satisfaction Scores (JSSs) and intention-to-leave scores (ITLSs) served as the dependent variables and factors from individual, organizational, and sociocultural levels were the independent variables. Hierarchical regression analysis was run to determine the predictability of factors. Results:  No sex differences in ITLS or JSS were found in our sample. Independent variables explained 68.5% of the variance in JSS and 28.8% of the variance in ITLS. Additions of factor levels increased the percentage of explained variance in both scores. Conclusions:  A combination of individual-, organizational-, and sociocultural-level factors was able to best predict JSS and ITLS among collegiate ATs.

scholarly journals Achieving Work-Life Balance in the National Collegiate Athletic Association Division I Setting, Part II: Perspectives From Head Athletic Trainers

2015 ◽  
Vol 50 (1) ◽  
pp. 89-94 ◽  
Author(s):  
Ashley Goodman ◽  
Stephanie M. Mazerolle ◽  
William A. Pitney
Keyword(s):  
Athletic Training ◽  
Lower Order ◽  
National Collegiate Athletic Association ◽  
Work Life ◽  
Leadership Role ◽  
Division I ◽  
Work Life Balance ◽  
Training Experience ◽  
Life Balance ◽  
Organizational Challenges

Context: Work-life balance has been examined at the collegiate level from multiple perspectives except for the athletic trainer (AT) serving in a managerial or leadership role. Objective: To investigate challenges and strategies used in achieving work-life balance from the perspective of the head AT at a National Collegiate Athletic Association Division I university. Design: Qualitative study. Setting: Web-based management system. Patients or Other Participants: A total of 18 head ATs (13 men, 5 women; age = 44 ± 8 years, athletic training experience = 22 ± 7 years) volunteered. Data Collection and Analysis: Participants journaled their thoughts and experiences in response to a series of questions. To establish data credibility, we included multiple-analyst triangulation, stakeholder checks, and peer review. We used a general inductive approach to analyze the data. Results: Two higher-order themes emerged from our analysis of the data: organizational challenges and work-life balance strategies. The organizational challenges theme contained 2 lower-order themes: lack of autonomy and role demands. The work-life balance strategies theme contained 3 lower-order themes: prioritization of commitments, strategic boundary setting, and work-family integration. Conclusions: Head ATs are susceptible to experiencing work-life imbalance just as ATs in nonsupervisory roles are. Although not avoidable, the causes are manageable. Head ATs are encouraged to prioritize their personal time, make efforts to spend time away from their demanding positions, and reduce the number of additional responsibilities that can impede time available to spend away from work.

scholarly journals A Longitudinal Examination of Work-Life Balance in the Collegiate Setting

2016 ◽  
Vol 51 (3) ◽  
pp. 223-232 ◽  
Author(s):  
Stephanie Mazerolle ◽  
Christianne Eason
Keyword(s):  
National Collegiate Athletic Association ◽  
Life Stage ◽  
Work Life ◽  
Division I ◽  
Work Life Balance ◽  
Life Balance ◽  
Personal Support ◽  
Time Of Year ◽  
Mind Set ◽  
College Setting

The literature regarding work-life balance (WLB) is plentiful, particularly in the National Collegiate Athletic Association Division I collegiate setting due to its demanding nature as defined by work hours and travel. Despite the comprehensive understanding of factors contributing to WLB for athletic trainers (ATs) in this setting, the effect of time of year has yet to be investigated.Context: To determine the influence sport season timing (ie, preseason, in-season, off-season) can have on perceptions and experiences of WLB for ATs.Objective: Qualitative, case-study design.Design: Division I collegiate practice setting.Setting: Six ATs employed in the Division I college setting (3 women, 3 men) volunteered and completed our study over 1 year. The average age of participants was 31.0 ± 3 years, and they had 9.0 ± 3 years of experience.Patients or Other Participants: We conducted semistructured one-on-one phone interviews with each participant at 4 points during the year (August, November, February, June). All interviews were transcribed verbatim. Data were analyzed inductively, and we used peer review, multiple-analyst triangulation, and member checks for credibility.Data Collection and Analysis: Time of year (eg, competitive in-season), organizational demands (eg, hours and travel), and life stage (eg, roles assumed) were factors that influenced WLB for ATs in the collegiate setting. Having a positive and adaptable mind-set; having coworker, supervisor, and personal support; and engaging in personal or family time were factors that counterbalanced the inhibitors.Results: Our results indicate that a career as an AT in the collegiate setting can create WLB concerns; these concerns, however, seem to peak during the competitive in-season for the AT's primary coverage team. Additionally, conflict that arises for ATs seems to be stimulated by time, as work roles are often less accommodating due to the athletic atmosphere.Conclusions:

scholarly journals Achieving Work-Life Balance in the National Collegiate Athletic Association Division I Setting, Part I: The Role of the Head Athletic Trainer

2015 ◽  
Vol 50 (1) ◽  
pp. 82-88 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Ashley Goodman ◽  
William A. Pitney
Keyword(s):  
Athletic Training ◽  
National Collegiate Athletic Association ◽  
Work Life ◽  
Division I ◽  
Work Life Balance ◽  
Athletic Trainer ◽  
Life Balance ◽  
Web Based ◽  
Staff Members

Context: Supervisor support has been identified as key to the fulfillment of work-life balance for the athletic trainer (AT), yet limited literature exists on the perspectives of supervisors. Objective: To investigate how the head AT facilitates work-life balance among staff members within the National Collegiate Athletic Association Division I setting. Design: Qualitative study. Setting: Web-based management system. Patients or Other Participants: A total of 18 head ATs (13 men, 5 women; age = 44 ± 8 years, athletic training experience = 22 ± 7 years) volunteered for an asynchronous, Web-based interview. Data Collection and Analysis: Participants responded to a series of questions by journaling their thoughts and experiences. We included multiple-analyst triangulation, stakeholder checks, and peer review to establish data credibility. We analyzed the data via a general inductive approach. Results: Four prevailing themes emerged from the data: modeling work-life balance, encouraging disengagement from the AT role, cooperation and community workplace, and administrative support and understanding. Conclusions: Head ATs at the Division I level recognized the need to promote work-life balance among their staffs. They not only were supportive of policies that promote work-life balance, including spending time away from the role of the AT and teamwork among staff members, but also modeled and practiced the strategies that they promoted.

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