scholarly journals Sex and Employment-Setting Differences in Work-Family Conflict in Athletic Training

2015 ◽  
Vol 50 (9) ◽  
pp. 958-963 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Christianne M. Eason ◽  
William A. Pitney ◽  
Megan N. Mueller
Keyword(s):  
Secondary School ◽  
Athletic Training ◽  
Family Conflict ◽  
Negative Relationship ◽  
Work Family Conflict ◽  
Traditional Practice ◽  
Cross Sectional ◽  
Occupational Setting ◽  
Work Family ◽  
Willingness To Use

Context  Work-family conflict (WFC) has received much attention in athletic training, yet several factors related to this phenomenon have not been examined, specifically a practitioner's sex, occupational setting, willingness to leave the profession, and willingness to use work-leave benefits. Objective  To examine how sex and occupational differences in athletic training affect WFC and to examine willingness to leave the profession and use work-leave benefits. Design  Cross-sectional study. Setting  Multiple occupational settings, including clinic/outreach, education, collegiate, industrial, professional sports, secondary school, and sales. Patients or Other Participants  A total of 246 athletic trainers (ATs) (men = 110, women = 136) participated. Of these, 61.4% (n = 151) were between 20 and 39 years old. Main Outcome Measures(s)  Participants responded to a previously validated and reliable WFC instrument. We created and validated a 3-item instrument that assessed willingness to use work-leave benefits, which demonstrated good internal consistency (Cronbach α = 0.88), as well as a single question about willingness to leave the profession. Results  The mean (± SD) WFC score was 16.88 ± 4.4 (range = 5 [least amount of conflict] to 25 [highest amount of conflict]). Men scored 17.01 ± 4.5, and women scored 16.76 ± 4.36, indicating above-average WFC. We observed no difference between men and women based on conflict scores (t244 = 0.492, P = .95) or their willingness to leave the profession (t244 = −1.27, P = .21). We noted differences among ATs in different practice settings (F8,245 = 5.015, P <.001); those in collegiate and secondary school settings had higher reported WFC scores. A negative relationship existed between WFC score and comfort using work-leave benefits (2-tailed r = −0.533, P < .001). Comfort with using work-leave benefits was different among practice settings (F8,245 = 3.01, P = .003). Conclusions  The ATs employed in traditional practice settings reported higher levels of WFC. Male and female ATs had comparable experiences of WFC and willingness to leave the profession.

scholarly journals Work–Family Conflict Among Athletic Trainers in the Secondary School Setting

2011 ◽  
Vol 46 (2) ◽  
pp. 185-193 ◽  
Author(s):  
William A. Pitney ◽  
Stephanie M. Mazerolle ◽  
Kelly D. Pagnotta
Keyword(s):  
Secondary School ◽  
Athletic Training ◽  
Family Conflict ◽  
Online Survey ◽  
Qualitative Data ◽  
Athletic Trainers ◽  
Two Dimensions ◽  
Work Hours ◽  
Work Family Conflict ◽  
Work Family

Abstract Context: Work–family conflict (WFC) negatively affects a professional's ability to function at work or home. Objective: To examine perceptions of and contributing factors to WFC among secondary school athletic trainers. Design: Sequential explanatory mixed-methods study. Setting: Secondary school. Patients or Other Participants: From a random sample of 1325 individuals selected from the National Athletic Trainers' Association Member Services database, 415 individuals (203 women, 212 men; age = 36.8 ± 9.3 years) provided usable online survey data. Fourteen individuals participated in follow-up interviews. Intervention(s): Online WFC questionnaire followed by in-depth phone interviews. Main Outcome Measure(s): Descriptive statistics were obtained to examine perceived WFC. Pearson product moment correlations were calculated to examine the relationship between work hours, total athletic training staff, and number of children and WFC score. We performed analysis of variance to examine differences between the independent variables of sex and control over work schedule and the dependent variable of WFC score. The a priori α was set at P ≤ .05. Qualitative data were analyzed using inductive content analysis. Multiple-analyst triangulation and member checks established trustworthiness of the qualitative data. Results: Mean WFC scores were 23.97 ± 7.78 for scale 1 (family defined as having a partner or spouse with or without children) and 23.17 ± 7.69 for scale 2 (family defined as individuals, including parents, siblings, grandparents, and any other close relatives, involved in one's life), indicating moderate perceived WFC. A significant relationship was found between the average hours of work per week and WFC scores: those with less scheduling control experienced more WFC. Two dimensions emerged from the qualitative methods that relate to how WFC is mitigated in the secondary school environment: (1) organizational—having colleagues and administration that understood the role demands and allowed for modifications in schedule and personal time and (2) personal—taking time for oneself and having a family that understands the work demands of an athletic trainer resulted in reduced perceived WFC. Conclusions: A large number of work hours per week and lack of control over work schedules affected the perceived level of WFC.

scholarly journals An Empirical Study of Work-Family Field: Identifying Psychographic Predictors of WorkFamily Conflict

2019 ◽  
Vol IV (III) ◽  
pp. 154-164
Author(s):  
Afsheen Masood ◽  
Muhammad Sulman ◽  
Arooj Arshad
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Family Conflict ◽  
Self Efficacy ◽  
Linear Regression Analysis ◽  
Negative Relationship ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Female Lawyers ◽  
Work Family

This study propounds to examine the dynamics of relationship among emotional intelligence, job satisfaction, and self-efficacy and work-family conflict in female lawyers. Correlational Cross-sectional research design was implicated in this research in order to test the hypothesis that emotional intelligence, self-efficacy and job satisfaction are likely to predict work-family conflict in young female lawyers. The sample comprised of n= 200 female lawyers, age ranging between 30-50 years, recruited from the civil and high court of Lahore, Pakistan. SPSS 23.0 was used to execute analyses that revealed that emotional intelligence was somehow having negative relationship with work-family conflict yet positively associated with self-efficacy. Findings of linear regression analysis divulge that emotional intelligence and self-efficacy are significant negative predictors of work-family conflict. Results from the current research provide insight for future researchers in seeking line of further inquiry on psychosocial dynamics of work-family life patterns of female lawyers.

scholarly journals Work-Family Conflict of Collegiate and Secondary School Athletic Trainers Who Are Parents

2020 ◽  
Vol 55 (11) ◽  
pp. 1153-1159
Author(s):  
Stephanie Mazerolle Singe ◽  
Kelsey M. Rynkiewicz ◽  
Christianne M. Eason
Keyword(s):  
Social Support ◽  
High School ◽  
Secondary School ◽  
Athletic Training ◽  
Family Conflict ◽  
Athletic Trainers ◽  
Work Life ◽  
Work Family Conflict ◽  
Work Family ◽  
Social Provisions

Context The work-life interface has been a much discussed and researched area within athletic training. The National Athletic Trainers' Association position statement on work-life balance highlighted the profession's interest in this topic. However, gaps in the literature remain and include the roles of time-based conflict and social support. Objective To compare work-family conflict (WFC) and social support among athletic trainers (ATs) employed in the 2 most common practice settings. Design Cross-sectional observational survey. Setting Collegiate and secondary school settings. Patients or Other Participants A total of 474 (females = 231, males = 243) ATs who were employed in the collegiate (205, 43.2%) or secondary school (269, 56.8%) setting. Main Outcome Measure(s) Data were collected through a Web-based survey designed to measure conflict and social support. Likert responses were summed. Demographic information was analyzed for frequency and distribution. Independent t tests and Mann-Whitney U tests were calculated to determine group differences. Linear regression was used to determine if social support predicted WFC. Results Social provisions and WFC were negatively correlated, and the social provisions score predicted WFC. No WFC differences (P = .778) were found between collegiate and high school ATs even though collegiate ATs worked more hours (63 ± 11) during their busiest seasons compared with those in the high school setting (54 ± 13, P < .001). Similarly, no difference (P = .969) was present between men and women, although men worked more hours. Our participants scored highest on time-based WFC items. Conclusions Work-family conflict was experienced globally in 2 of the most common athletic training settings and between sexes. This indicates WFC is universally experienced and therefore needs to be addressed, specifically with a focus on time-based conflict. In addition to time-management strategies, ATs need support from coworkers, peers, and family members.

scholarly journals Relationship of Workplace Stressors and Organizational Commitment: A Study in the Education Sector

2021 ◽  
Vol VI (I) ◽  
pp. 140-152
Author(s):  
Sabita Mariam ◽  
Rohma Yousaf ◽  
Nausheen Syed
Keyword(s):  
Organizational Commitment ◽  
Role Conflict ◽  
Family Conflict ◽  
Role Ambiguity ◽  
Negative Relationship ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Workplace Stressors ◽  
Work Family ◽  
The Relationship

This study investigates the relationship between organizational commitment and workplace stressors, such as role ambiguity, role conflict, work-family conflict, and organizational injustice. A data of 150 respondents have been collected from the educational sector from university teachers of Faisalabad and analyzed through (SEM), using the least-squares method. The study included Pearson chi-square, correlation, and regression to verify determine how well theoretical distributions fit the empirical distributions. The study findings show the relationship between work-family conflict with organizational commitment, and the work-family conflict has a significant negative relationship with organizational commitment. The lack of commitment of teachers is due to their family responsibilities. The second purpose was to check the association between role ambiguity conflict and organizational commitment. Ambiguity/role conflict and organizational commitment have significant relations. Conflicts and ambiguity in the roles make them struggle to clear their role and prove themselves to the organization, which shows significant relation.

scholarly journals Prevalence and Predicting Factors of Chronic Pain among Workers of Petrochemical and Petroleum Refinery Plants

2020 ◽  
Vol 11 (1) ◽  
pp. 3-14 ◽  
Author(s):  
Maryam Shaygan ◽  
Maryam Yazdanpanah
Keyword(s):  
Chronic Pain ◽  
Job Stress ◽  
Family Conflict ◽  
Work Experience ◽  
Petroleum Refinery ◽  
Work Family Conflict ◽  
Cross Sectional ◽  
Occupational Factors ◽  
Screening Programs ◽  
Work Family

Background: Taking into account the differences in job requirements and conditions, it is expected that workers in some occupations are more susceptible to pain than others. Objective: To examine the prevalence of chronic pain among workers of several petrochemical and petroleum refinery plants. We also examined the predictive role of psycho-familial variables (depression, work-family conflict and job stress) in causing chronic pain when controlling for demographic and occupational factors. Methods: This cross-sectional study was carried out among 674 workers. Those with chronic pain were identified by affirmative answers to screening questions based on the ICD-11 criteria. Results: There were 162 (24.0%; 95% CI 20.8% to 27.3%) workers meeting the ICD11 criteria for chronic pain. Headache was the most frequently reported pain (29.9%). We found a significantly (p=0.03) higher prevalence of pain among the middle age than in other age groups. Chronic pain more frequently affected divorced/widowed workers (p<0.001), and those with more work experience (p=0.04). Workers with chronic pain reported significantly higher levels of depression (p<0.001), job stress (p=0.007), and work-family conflict (p<0.001). After controlling for demographic and occupational factors, depression (p<0.001) and work-family conflict (p=0.003) were found to be independent predictors of chronic pain among studied workers. Conclusion: Workers who experience higher levels of depression, work-family conflict and job stress might be more prone to chronic pain. The majority of these factors are modifiable, and the problem may thus be solved by establishing appropriate screening programs, and availability of proper services and education.

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