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

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.

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

Journal of Athletic Training ◽

10.4085/1062-6050-46.2.185 ◽

2011 ◽

Vol 46 (2) ◽

pp. 185-193 ◽

Cited By ~ 54

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.

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

Journal of Athletic Training ◽

10.4085/jat0348-20 ◽

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.

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

Journal of Athletic Training ◽

10.4085/1062-6050-0697.20 ◽

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.

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Relationship between work‐family conflict and quality of life

Journal of Managerial Psychology ◽

10.1108/02683941011013876 ◽

2010 ◽

Vol 25 (1) ◽

pp. 58-81 ◽

Cited By ~ 40

Author(s):

Samsinar Md‐Sidin ◽

Murali Sambasivan ◽

Izhairi Ismail

Keyword(s):

Quality Of Life ◽

Social Support ◽

Family Conflict ◽

Work Life ◽

Quality Of Work Life ◽

Work Family Conflict ◽

Content Type ◽

Quality Of Work ◽

Work Family

PurposeThe main purpose of this study is to link work‐family conflict, quality of work and non‐work lives, quality of life and social support (supervisor and spouse supports). Specifically, it seeks to address three different roles of social support that have theoretical and empirical support and the mediating roles of quality of work life and quality of non‐work life.Design/methodology/approachThe SEM‐based approach has been used to study supervisor and spouse supports as moderators between work‐family conflict and quality of life; independent variables of work‐family conflict; independent variables of quality of life. The study has been carried out in Malaysia.FindingsThe main findings are: work‐family conflict has relationship with quality of life; quality of work life and non‐work life are “partial” mediators between work‐family conflict and quality of life; and, among the various roles of social support, its role as an independent variable of quality of life gives the best results.Research limitations/implicationsThe research is based on a cross‐sectional study conducted in Malaysia and addresses only the spouse and supervisor supports as components of social support.Originality/valueThe research has developed a comprehensive model linking work‐family conflict, quality of work and non‐work lives, and quality of life and has studied the role of social support.

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

Personnel Review ◽

10.1108/pr-03-2020-0146 ◽

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.

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

Journal of Athletic Training ◽

10.4085/1052-6050-50.2.14 ◽

2015 ◽

Vol 50 (9) ◽

pp. 958-963 ◽

Cited By ~ 7

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.

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Athletic Trainers' Use of Support Systems for Balancing Roles as an Athletic Trainer and Parent

Journal of Athletic Training ◽

10.4085/1062-6050-0681.20 ◽

2021 ◽

Author(s):

Kelsey M. Rynkiewicz ◽

Stephanie M. Singe ◽

Christianne M. Eason

Keyword(s):

Social Support ◽

Secondary School ◽

Athletic Training ◽

Athletic Trainers ◽

Structured Interview ◽

Work Life ◽

Work Life Balance ◽

Athletic Trainer ◽

Cross Sectional Survey ◽

Life Balance

Context: Work-life balance is a topic of interest in the athletic training profession. Particularly for parents, managing work and home roles can be challenging. Social support has been identified as resource to improve athletic trainers' balance and quality of life and warrants further investigation. Objective: The purpose of this study was to explore the sources and perceptions of social support among athletic trainers with children. Design: Qualitative study. Setting: Collegiate and secondary school settings. Participants: 32 athletic trainers working in the collegiate (12) and secondary school (20) settings participated in our study. All participants (19 female, 13 male) were parents and ranged from 25 to 72 years of age with 2–52 years of experience as an athletic trainer. Data Collection and Analysis: Participants were recruited from a larger cross-sectional survey. A semi-structured interview was developed by the research team and reviewed by a peer expert in the field. Participants completed the interview protocol which included questions from numerous areas related to work-life balance. Data analyses were guided by research questions related to social support and used a phenomenological approach. The researchers immersed themselves in the data and engaged in a coding process. Researcher triangulation and peer review were used to establish credibility. Results: Analyses revealed that our participants found social support in their work and home lives. Support was described by source (e.g., supervisors, coworkers, spouses, family, friends) and type (e.g., emotional, tangible, network). Participants perceived that support stemmed from understanding, flexibility, sharing responsibilities, and shared life experiences which aided in balancing their roles. Conclusions: Athletic trainers valued social support and utilized different types of support to help create work-life balance. Support in the workplace, at home, and from the profession is necessary for athletic trainers who are parents as it provides a means to help balance roles and responsibilities.

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

Diagnostica ◽

10.1026/0012-1924/a000044 ◽

2011 ◽

Vol 57 (3) ◽

pp. 134-145 ◽

Cited By ~ 18

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.

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