scholarly journals Collegiate Athletic Trainers' Experiences with Work-family Conflict and Work-family Guilt Based Upon Organizational Factors

2021 ◽  
Author(s):  
Kelsey M. Rynkiewicz ◽  
Christianne M. Eason ◽  
Stephanie M. Singe
Keyword(s):  
Family Conflict ◽  
Online Survey ◽  
Athletic Trainers ◽  
Organizational Factors ◽  
Work Life ◽  
Athletic Trainer ◽  
Work Family Conflict ◽  
Athletic Teams ◽  
Work Family ◽  
Collegiate Athletic Trainers

Context: The collegiate athletic setting has been described as having high workloads and working demands. The extensive time commitment required of athletic trainers working in this setting has been identified as a precursor to work-family conflict (WFC) and work-family guilt (WFG). Though individualized, experiences in the work-life interface can largely be impacted by organizational factors (i.e., elements specific to the workplace). While staff size and patient load may influence the athletic trainer's feelings of WFC and WFG, these factors have not been directly studied. Objective: Our purpose was to examine organizational factors and experiences of WFC and WFG among collegiate athletic trainers. Design: Cross-sectional study. Setting: Collegiate setting. Participants: 615 (female=391, gender variant/non-conforming=1, male=222, preferred not to answer=1) athletic trainers responded to an online survey. The average age of participants was 33 ± 9 years, and they were BOC certified for 10 ± 8 years. 352 participants (57.2%) worked in the DI setting, 99 in DII (16.1%), and 164 in DIII (26.7%). Main Outcome Measure(s): Participants responded to demographic and workplace characteristic questions (organizational infrastructure, staff size, and number of varsity-level athletic teams). Individuals completed WFC and WFG scales that have been previously validated and used in the athletic trainer population. Results: Work-family conflict and WFG were universally experienced among our participants with WFC scores predicting WFG scores. Participants reported higher time-based conflict than strain or behavior-based conflict. No significant differences in WFC and WFG scores were found between organizational infrastructures. Weak positive correlations were found between staff size and WFC scores and WFG scores. The number of athletic teams was not associated with WFC or WFG scores. Conclusions: Organizational factors are an important component of the work-life interface. From an organizational perspective, focusing on improving work-life balance for the athletic trainer can help mitigate experiences with WFC and WFG.

Work–Family Guilt of Collegiate Athletic Trainers: A Descriptive Study

2020 ◽  
Vol 25 (4) ◽  
pp. 190-196 ◽  
Author(s):  
Christianne M. Eason ◽  
Stephanie M. Singe ◽  
Kelsey Rynkiewicz
Keyword(s):  
Family Conflict ◽  
Athletic Trainers ◽  
Athletic Trainer ◽  
Work Family Conflict ◽  
Descriptive Data ◽  
Hours Worked ◽  
Work Family ◽  
Collegiate Athletic Trainers ◽  
Work Interference With Family ◽  
Work Interference

Work–family guilt (WFG) is a measure used to assess guilt related to work interference with family and family interference with work. While work–family conflict (WFC) has been studied in the athletic trainer (AT) population, WFG has not. The purpose of this study was to gather descriptive data on WFG and to determine if WFC can predict WFG. There were significant positive associations between WFG and hours worked, but no sex differences in WFG or WFC exist. WFG was predicted by WFC. Results indicate higher levels of WFG and WFC are associated with a greater number of hours worked. Because guilt can negatively impact overall health, steps should be taken to mitigate WFC and WFG.

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.

Core self-evaluations, social support and life-domain conflicts

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sylvie St-Onge ◽  
Victor Y. Haines III ◽  
Felix Ballesteros-Leiva ◽  
Gwénaëlle Poilpot-Rocaboy
Keyword(s):  
Social Support ◽  
Family Conflict ◽  
Online Survey ◽  
Work Life ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Content Type ◽  
Indirect Association ◽  
Work Family ◽  
Core Self

PurposeBased on the conservation of resources (COR) theory (Hobfoll, 1989, 2002), this study first investigates the direct influence of core self-evaluations (CSEs) on work-to-family (W → F) and family-to-work (F → W) conflicts. Second, it tests the mediating impact of Social support from work and home domains in the associations between CSEs and both directions of work-family conflict. This study finally examines the moderating influence of CSEs in the associations between work and home domain social support and both directions of work-family conflict.Design/methodology/approachHuman resources professionals (629), and engineers (169) employed in Canada completed an online survey. Both directions of work-family conflict were measured as well as CSEs, and work and home domain social support.FindingsResults indicate that higher CSEs are associated with lower W → F and F → W conflicts. They also suggest an indirect association between CSEs and W → F conflict through supervisor support. The indirect association between CSEs and F → W conflict through home domain social support was also supported. Besides, it appears that CSEs moderate the association between home support and F → W conflict.Research limitations/implicationsOur findings underscore the relevance of considering both dispositional and environmental factors together in work-life research. Results question within- vs. cross-domain conceptualizations of work-life spillover. They also indicate how both differential choice and effectiveness operate in conjunction with managing work-life domains.Originality/valueThe research presents a comprehensive model linking work-family conflict, social support and CSEs. It draws from an integrative personality framework (Judge et al., 1998) and COR theory (Hobfoll, 1989) to explore the underlying processes of CSEs, often inferred but not specified or incorporated into work-life research.

scholarly journals Work-Addiction Risk in Athletic Trainers and Its Relationship to Work-Life Conflict and Burnout.

2020 ◽  
Author(s):  
Christianne M Eason ◽  
Timothy Gilgallon ◽  
Stephanie M. Singe
Keyword(s):  
Athletic Training ◽  
Family Conflict ◽  
Athletic Trainers ◽  
Work Life ◽  
Risk Scores ◽  
Work Family Conflict ◽  
Work Addiction ◽  
Work Settings ◽  
Addiction Risk ◽  
Work Family

Abstract Context: Individual factors can impact numerous work-life interface outcomes including work-family conflict and burnout. Recently, the concept of work-addiction has been investigated as an individual factor that could impact numerous outcomes. While there is a large body of literature investigating work-family conflict and burnout in athletic training, little is known about the incidence of work-addiction or its potential impact on these outcomes. Objective: To gather descriptive data on work-addiction risk and examine the impact work-addiction may have on work-life interface outcomes in athletic training. Design: Cross-sectional study. Setting: Online Web-based survey. Patients and Other Participants: Athletic trainers employed in all work settings were recruited to participate via social media and email distribution lists. Data from 226 (n = 65, 28.8% males, n = 161, 71.2% females) athletic trainers, currently employed in more than 13 work settings were included in data analysis. Main Outcome Measure(s): The online questionnaire consisted of four main sections: demographic questions, work-family conflict scale, Copenhagen Burnout inventory, and the Work-Addiction Risk Test. Mann-Whitney U and Kruskal-Wallis tests were run to determine if group differences existed. Simple linear regressions were used to determine if work-addiction risk scores were predicative of burnout and work-family conflict. Results: Athletic trainers experienced moderate levels of Personal (55.0±19.1) and Work-Related (50.0±16.0) burnout and are at medium risk for work-addiction (58.3±11.2). No demographic differences were observed in burnout or work-family conflict scores, but these scores were different based on work-addiction risk. Females were more at risk for compulsive tendencies than males. Work-addiction risk scores were predictive of both burnout and work-family conflict, though explained a relatively small percentage of variability. Conclusions: Those athletic trainers at higher risk for work-addiction report higher levels of burnout. Because of the medium risk for work-addiction among athletic trainers, work-addiction mitigation strategies should be implemented by individuals and organizations.

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.

Entwicklung und Validierung der Trierer Kurzskala zur Messung von Work-Life Balance (TKS-WLB)

Diagnostica ◽  
2011 ◽  
Vol 57 (3) ◽  
pp. 134-145 ◽  
Author(s):  
Christine Syrek ◽  
Claudia Bauer-Emmel ◽  
Conny Antoni ◽  
Jens Klusemann
Keyword(s):  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Life Balance ◽  
Reliabilität Und Validität ◽  
Work Family

Zusammenfassung. In diesem Beitrag wird die Trierer Kurzskala zur Messung von Work-Life Balance vorgestellt. Sie ermöglicht eine globale, richtungsfreie und in ihrem Aufwand ökonomische Möglichkeit zur Erfassung von Work-Life Balance. Die Struktur der Skala wurde anhand zweier Stichproben sowie einem zusätzlich erhobenen Fremdbild untersucht. Die Ergebnisse der Konstruktvalidierung bestätigten die einfaktorielle Struktur der Skala. Die interne Konsistenz der Skala erwies sich in beiden Studien als gut. Zudem konnte die empirische Trennbarkeit der Trierer Work-Life Balance Skala gegenüber einem gängigen Instrument zur Messung des Work-Family Conflicts ( Carlson, Kacmar & Williams, 2000 ) belegt werden. Im Hinblick auf die Kriteriumsvalidität der Skala wurden die angenommenen Zusammenhänge zu arbeits-, nicht-arbeits- sowie stressbezogenen Outcome-Variablen nachgewiesen. Die Eignung der Trierer Work-Life Balance Kurzskala zeigt sich auch daran, dass die Korrelationen zwischen den erhobenen Outcome-Variablen und dem Work-Family Conflict und denen der Trierer Work-Life Balance Skala ähnlich waren. Überdies vermochte die Trierer Work-Life Balance Skala über die Dimensionen des Work-Family Conflicts hinaus inkrementelle Varianz in den Outcome-Variablen aufzuklären. Insgesamt sprechen damit die Ergebnisse beider Stichproben für die Reliabilität und Validität der Trierer Work-Life Balance Kurzskala.

scholarly journals A Life Satisfaction of A Dual Role Woman

2020 ◽  
Vol 9 (3) ◽  
pp. 318-326
Author(s):  
Yanah Ria ◽  
Palupiningdyah Palupiningdyah
Keyword(s):  
Life Satisfaction ◽  
Work Engagement ◽  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Life Balance ◽  
Work Family ◽  
Female Nurses ◽  
The Relationship

This study aims to Determine the effect of work family conflict and work engagement on life satisfaction through work life balance as a mediating variable of study in female nurses at RSI who are married. The type and design of research used in this study is quantitative research. Sampling in this study using proportional sampling sampling technique and Obtained sample size that must be used is 118 female nurses who are married, the analytical method used is the instrument test (validity and reliability), classic assumption test, and hypothesis testing with the application of SPSS 23. Data collection methods using interviews, questionnaires, and literature studies. The results of this study indicate that five hypotheses were accepted, and two hypotheses were rejected. So it can be seen that work family conflict has a negative and not significant effect on life satisfaction. Work engagement has a positive and significant effect on life satisfaction. Work family conflict has a negative and significant effect on work life balance. Work engagement has a positive and significant effect on work life balance. Whereas the work life balance is only Able to mediate the relationship between work engagement and life satisfaction.Suggestions for future research are to develop other variables that can mediate the relationship of work family conflict in the life satisfaction of female nurses, for example social support. While the advice for the hospital is to reduce the activities that make-female nurses so tired, and provide time off when it is Necessary to reduce conflicts that occur

scholarly journals Modeling the Relationship Between Occupational Accidents, Work-Family Conflict, and Quality of Work-Life in Emergency Room Nurses

2021 ◽  
Vol 6 (4) ◽  
pp. 245-250
Author(s):  
Leila Hefazi Torghabeh ◽  
◽  
Mones Hosseini ◽  
Marzieh Soltani ◽  
Ali Jahanian ◽  
...  
Keyword(s):  
Family Conflict ◽  
Work Life ◽  
Quality Of Work Life ◽  
Occupational Accidents ◽  
Work Family Conflict ◽  
Quality Of Work ◽  
Emergency Room Nurses ◽  
Work Family ◽  
The Relationship

Background: This study aimed to model the relationship between occupational accidents, work-family conflict, and quality of work-life in emergency room nurses. Materials and Methods: This correlational research uses path analysis. The study population consisted of all nurses working in the emergency rooms of hospitals in Tehran City, Iran, in 2020. Of them, 200 samples were selected by the available sampling method. To obtain the data, we used the occupational accidents questionnaire, the quality of work-life questionnaire, and the work-family conflict scale. SPSS v. 24 and Amos v. 24 software were used for data analysis. Results: The analysis of the findings showed that occupational accidents and work-family conflict have a negative and direct effect on the quality of work-life (P<0.01). Occupational accidents also have a positive and direct effect on work-family conflict (P<0.01). On the other hand, the mediating role of work-family conflict between occupational accidents and quality of work-life was confirmed (P<0.01). Conclusion: The relationship model of occupational accidents with quality of work-life mediated by work-family conflict has a good fit, and there is a relationship between family, job, and environmental stressors with the quality of work-life.

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