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 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 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.

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-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.

Gender role beliefs and fathers’ work-family conflict

2014 ◽  
Vol 29 (7) ◽  
pp. 774-793 ◽  
Author(s):  
Ann Hergatt Huffman ◽  
Kristine J. Olson ◽  
Thomas C. O’Gara Jr ◽  
Eden B. King
Keyword(s):  
Gender Roles ◽  
Gender Role ◽  
Family Conflict ◽  
Work Hours ◽  
Work Family Conflict ◽  
Gender Role Beliefs ◽  
Family Experiences ◽  
Content Type ◽  
Traditional Gender Role ◽  
Work Family

Purpose – The purpose of this paper is to investigate the part that gender roles play in fathers’ work-family experiences. The authors compared two models (gender role as a correlate and as a moderator) and hypothesized that gender role beliefs play an important factor related to fathers’ experiences of work-family conflict. Design/methodology/approach – Participants completed an online survey that consisted of questions related to work and family experiences. The final sample consisted of 264 employed, married fathers. Findings – Results showed a relationship between traditional gender role beliefs and number of hours spent at work and at home. Additionally, number of work hours was related to time-based work-to-family conflict, but not strain-based work-to-family conflict. The results supported the expectation that work hours mediate the relationship between a father's traditional gender role beliefs and time-based work-to-family conflict. Research limitations/implications – Limitations of this study include the use cross-sectional and self-report data. Future research might want to expand the theoretical model to be more inclusive of fathers of more diverse demographic backgrounds, and assess the model with a longitudinal design. Practical implications – A key theoretical implication gleaned from the study is that work-family researchers should include the socially constructed variable of gender roles in their work-family research. Findings provide support for the contention that organizations need to ensure that mothers’ and fathers’ unique needs are being met through family-friendly programs. The authors provide suggestions for specific workplace strategies. Originality/value – This is one of the first studies that focussed on fathers’ experiences of the work-family interface. The results clarify that traditional gender role beliefs give rise to fathers’ gendered behaviors and ultimately work-family conflict.

Workplace spirituality, work-family conflict and intention to stay

2019 ◽  
Vol 12 (4) ◽  
pp. 787-801
Author(s):  
Nimitha Aboobaker ◽  
Manoj Edward ◽  
K.A. Zakkariya
Keyword(s):  
Family Conflict ◽  
Meaningful Work ◽  
Workplace Spirituality ◽  
Two Dimensions ◽  
Self Determination ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Intention To Stay ◽  
Content Type ◽  
Work Family

Purpose Teaching is generally seen as a calling, rather than just a formal profession. In the context of commercialization of higher education, with increased workloads and lack of community relationships, the purpose of this paper is to examine the influence of employees’ experience of workplace spirituality on intention to stay with the organization, mediated through work–family conflict. The study seeks to add to theory development in the area of workplace spirituality and its outcomes, by examining the theoretical framework through the lens of self-determination theory of motivation. Design/methodology/approach This descriptive study was conducted among a sample of 350 teachers, working in the private sector higher educational institutes in India, selected through purposive sampling. Validated and widely accepted tests were administered among the respondents and structural equation modeling was done to test the proposed hypotheses. Findings The findings of the study suggest that amongst the current generation of teachers, experience of workplace spirituality and work–family conflict (WFC) plays a significant role in predicting intention to stay with the organization. Employees’ experience of dimensions of workplace spirituality had varying influences on WFC and intention to stay with the organization. WFC mediated the relationships between two dimensions of workplace spirituality (meaningful work and sense of community) and intention to stay, but not the relationship between alignment with organizational values and intention to stay. Originality/value This study is pioneering in conceptualizing and testing a theoretical model linking workplace spirituality, work–family conflict and intention to stay, particularly through the self-determination motivational theory perspective. To improve employees’ intention to stay with the organizations, managers need to devise strategies aimed at facilitating connectedness and lowered WFC. Personalized work–family policies might be the need of the hour, as to contain the inherent WFC in contemporary organizations.

Personality meta–traits and time-based work–family conflict: the mediating role of work–home boundaries

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Maya Kroumova ◽  
Rakesh Mittal ◽  
Joshua Bienstock
Keyword(s):  
Family Conflict ◽  
Negative Relationship ◽  
Two Dimensions ◽  
Equation Modeling ◽  
Full Time ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family ◽  
The Relationship ◽  
Boundary Strength

Purpose This study aims to examine the complex relationship between the personality meta-traits of stability and plasticity and time-based work–family conflict (WFC). Stability and plasticity are hypothesized to influence WFC directly and indirectly, via boundary strength at work (BSW) and boundary strength at home (BSH) domains. WFC has two dimensions – conflict due to family interfering in work (FIW) and conflict due to work interfering in family (WIF). Design/methodology/approach Data was collected from 419 full-time employees in multiple US companies. Hypotheses were tested using structural equation modeling. Findings Stability was associated with lower levels of WFC and stronger boundaries around the work and home domains. BSW mediated the relationship between stability and FIW; BSH mediated the relationship between stability and WIF. plasticity was associated with weaker boundaries around the work and home domains. BSW and BSH had a negative relationship with FIW and WIF, respectively. Research limitations/implications The study is cross-sectional and limited to time-based work–family conflict. The results support the adoption of a more agentic view of personality in the boundary setting and WFC literatures. Practical implications Employers need to design flexible work programs that offer employees control over work–home boundary strength. Originality/value The study links stability and plasticity to WFC. It expands the nomological network of work–home boundaries.

scholarly journals Chronic Regulatory Focus and Work-Family Conflict among Chinese Workers

2020 ◽  
Vol 17 (12) ◽  
pp. 4526
Author(s):  
Xinyuan (Roy) Zhao ◽  
Karthik Namasivayam ◽  
Nicholas J. Beutell ◽  
Jingyan Liu ◽  
Fujin Wang
Keyword(s):  
Family Conflict ◽  
Regulatory Focus ◽  
Type Strain ◽  
Self Regulation ◽  
Two Dimensions ◽  
Work Family Conflict ◽  
Regulatory Processes ◽  
Work Family ◽  
Moderating Role

Survey data from 226 service employees were used to test the hypothesized moderating role of chronic self-regulatory focus on the relationships between work–family conflict (WFC) and challenge/hindrance strain. A follow-up scenario-based experiment (N = 93 executives) confirmed the results of the hypothesized model. Results from the two studies together demonstrated the moderating role of self-regulatory processes: chronic promotion-focused individuals perceived WFC as a challenge-type strain, while chronic prevention-focused individuals viewed WFC as a hindrance-type strain. Individuals use self-regulation strategically: in work domains, they regulate themselves so that family does not interfere with work. Individuals’ stress perceptions differ depending on the two dimensions of WFC as they regard interferences from (WIF) as a personal challenge, perhaps affording them an opportunity to balance work and life and to refine their abilities, but interferences from family to work (FIW) act as a barrier preventing them from achieving career success. When two-way interactions between WIF/FIW and chronic promotion/prevention foci were taken into consideration, the WIF/FIW main effects on challenge/hindrance stress became insignificant, suggesting that chronic self-regulation fully moderated the relationship. The results extend the current work–family research by incorporating self-regulatory processes as an important moderating variable, suggesting new research directions. The findings can help human resource management establish policies and benefit programs that take individual differences into account.

scholarly journals Work-Family Conflict, Part I: Antecedents of Work-Family Conflict in National Collegiate Athletic Association Division I-A Certified Athletic Trainers

2008 ◽  
Vol 43 (5) ◽  
pp. 505-512 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Jennifer E. Bruening ◽  
Douglas J. Casa
Keyword(s):  
Family Conflict ◽  
National Collegiate Athletic Association ◽  
Athletic Trainers ◽  
Division I ◽  
Work Schedules ◽  
Family Status ◽  
Work Family Conflict ◽  
Certified Athletic Trainers ◽  
Long Work Hours ◽  
Work Family

Abstract Context: Work-family conflict (WFC) involves discord that arises when the demands of work interfere with the demands of family or home life. Long work hours, minimal control over work schedules, and time spent away from home are antecedents to WFC. To date, few authors have examined work-family conflict within the athletic training profession. Objective: To investigate the occurrence of WFC in certified athletic trainers (ATs) and to identify roots and factors leading to quality-of-life issues for ATs working in the National Collegiate Athletic Association Division I-A setting. Design: Survey questionnaire and follow-up, in-depth, in-person interviews. Setting: Division I-A universities sponsoring football. Patients or Other Participants: A total of 587 ATs (324 men, 263 women) responded to the questionnaire. Twelve ATs (6 men, 6 women) participated in the qualitative portion: 2 head ATs, 4 assistant ATs, 4 graduate assistant ATs, and 2 AT program directors. Data Collection and Analysis: Multiple regression analysis was performed to determine whether workload and travel predicted levels of WFC. Analyses of variance were calculated to investigate differences among the factors of sex, marital status, and family status. Interviews were transcribed verbatim and then analyzed using computer software as well as member checks and peer debriefing. The triangulation of the data collection and multiple sources of qualitative analysis were utilized to limit potential researcher prejudices. Results: Regression analyses revealed that long work hours and travel directly contributed to WFC. In addition to long hours and travel, inflexible work schedules and staffing patterns were discussed by the interview participants as antecedents to WFC. Regardless of sex (P  =  .142), marital status (P  =  .687), family status (P  =  .055), or age of children (P  =  .633), WFC affected Division I-A ATs. Conclusions: No matter their marital or family status, ATs employed at the Division I-A level experienced difficulties balancing their work and home lives. Sources of conflict primarily stemmed from the consuming nature of the profession, travel, inflexible work schedules, and lack of full-time staff members.

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