Barriers to the Role of the Head Athletic Trainer for Women in National Collegiate Athletic Association Division II and III Settings

Context: Very few women assume the role of head athletic trainer (AT). Reasons for this disparity include discrimination, motherhood, and a lack of interest in the position. However, data suggest that more women seek the head AT position in National Collegiate Athletic Association Division II and III settings. Objective: To examine the barriers female ATs face as they transition to the role of head AT. Design: Qualitative study. Setting: Divisions II and III. Patients or Other Participants: In total, 77 female ATs participated in our study. Our participants (38 ± 9 years old) were employed as head ATs at the Division II or III level. Data Collection and Analysis: We conducted online interviews with all participants. They journaled their reflections to a series of open-ended questions pertaining to their experiences as head ATs. Data were analyzed following a general inductive approach. Credibility was secured by peer review and researcher triangulation. Results: Organizational and personal factors emerged as the 2 major themes that described challenges for women assuming the role of the head AT. Organizational barriers were defined by gender stereotyping and the “good old boys” network. Personal influences included a lack of leadership aspirations, motherhood and family, and a lack of mentors. Conclusions: Female ATs working in Divisions II or III experienced similar barriers to assuming the role of the head AT as those working in the Division I setting. Stereotyping still exists within collegiate athletics, which limits the number of women in higher-ranking positions; however, a lack of desire to assume a higher position and the desire to balance work and home inhibit some women from moving up.

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Positive Factors Influencing the Advancement of Women to the Role of Head Athletic Trainer in the National Collegiate Athletic Association Divisions II and III

Journal of Athletic Training ◽

10.4085/1062-6050-51.9.03 ◽

2016 ◽

Vol 51 (7) ◽

pp. 550-556 ◽

Cited By ~ 2

Author(s):

Stephanie M. Mazerolle ◽

Christianne M. Eason

Keyword(s):

Athletic Training ◽

National Collegiate Athletic Association ◽

Athletic Trainers ◽

Organizational Factors ◽

Division I ◽

Athletic Trainer ◽

Work Experiences ◽

Training Experience ◽

Individual Level

Context: Research suggests that women do not pursue leadership positions in athletic training due to a variety of reasons, including family challenges, organizational constraints, and reluctance to hold the position. The literature has been focused on the National Collegiate Athletic Association Division I setting, limiting our full understanding. Objective: To examine factors that help women as they worked toward the position of head athletic trainer. Design: Qualitative study. Setting: Divisions II and III. Patients or Other Participants: Seventy-seven women who were employed as head athletic trainers at the Division II or III level participated in our study. Participants were 38 ± 9 (range = 24−57) years old and had an average of 14 ± 8 (range = 1−33) years of athletic training experience. Data Collection and Analysis: We conducted online interviews. Participants journaled their reflections to a series of open-ended questions pertaining to their experiences as head athletic trainers. Data were analyzed using a general inductive approach. Credibility was secured by peer review and researcher triangulation. Results: Three organizational facilitators emerged from the data, workplace atmosphere, mentors, and past work experiences. These organizational factors were directly tied to aspects within the athletic trainer's employment setting that allowed her to enter the role. One individual-level facilitator was found: personal attributes that were described as helpful for women in transitioning to the role of the head athletic trainer. Participants discussed being leaders and persisting toward their career goals. Conclusions: Women working in Divisions II and III experience similar facilitators to assuming the role of head athletic trainer as those working in the Division I setting. Divisions II and III were viewed as more favorable for women seeking the role of head athletic trainer, but like those in the role in the Division I setting, women must have leadership skills.

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Career and Family Aspirations of Female Athletic Trainers Employed in the National Collegiate Athletic Association Division I Setting

Journal of Athletic Training ◽

10.4085/1062-6050-49.3.59 ◽

2015 ◽

Vol 50 (2) ◽

pp. 170-177 ◽

Cited By ~ 12

Author(s):

Stephanie M. Mazerolle ◽

Christianne M. Eason ◽

Elizabeth M. Ferraro ◽

Ashley Goodman

Keyword(s):

Family Planning ◽

Athletic Training ◽

National Collegiate Athletic Association ◽

Athletic Trainers ◽

Division I ◽

Life Balance ◽

Factors Influencing ◽

Data Collection And Analysis ◽

Collegiate Level

Context: Female athletic trainers (ATs) tend to depart the profession of athletic training after the age of 30. Factors influencing departure are theoretical. Professional demands, particularly at the collegiate level, have also been at the forefront of anecdotal discussion on departure factors. Objective: To understand the career and family intentions of female ATs employed in the collegiate setting. Design: Qualitative study. Setting: National Collegiate Athletic Association Division I. Patients or Other Participants: Twenty-seven female ATs (single = 14, married with no children = 6, married with children = 7) employed in the National Collegiate Athletic Association Division I setting. Data Collection and Analysis: All female ATs responded to a series of open-ended questions via reflective journaling. Data were analyzed via a general inductive approach. Trustworthiness was established by peer review, member interpretive review, and multiple-analyst triangulation. Results: Our participants indicated a strong desire to focus on family or to start a family as part of their personal aspirations. Professionally, many female ATs were unsure of their longevity within the Division I collegiate setting or even the profession itself, with 2 main themes emerging as factors influencing decisions to depart: family planning persistence and family planning departure. Six female ATs planned to depart the profession entirely because of conflicts with motherhood and the role of the AT. Only 3 female ATs indicated a professional goal of persisting at the Division I setting regardless of their family or marital status, citing their ability to maintain work-life balance because of support networks. The remaining 17 female ATs planned to make a setting change to balance the roles of motherhood and AT because the Division I setting was not conducive to parenting. Conclusions: Our results substantiate those of previous researchers, which indicate the Division I setting can be problematic for female ATs and stimulate departure from the setting and even the profession.

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

Journal of Athletic Training ◽

10.4085/1062-6050-49.3.88 ◽

2015 ◽

Vol 50 (1) ◽

pp. 82-88 ◽

Cited By ~ 20

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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Not Going Pro: On Seeking Lasting Returns from College Sports

Journal of Amateur Sport ◽

10.17161/jas.v2i1.5017 ◽

2016 ◽

Vol 2 (1) ◽

pp. 188 ◽

Cited By ~ 1

Author(s):

Matthew Horner ◽

Neal Ternes ◽

Christopher McLeod

Keyword(s):

Decision Making ◽

Ncaa Division I ◽

Capital Investment ◽

Student Athletes ◽

Sport Participation ◽

National Collegiate Athletic Association ◽

Collegiate Athletics ◽

Division I ◽

Personal Investment

The National Collegiate Athletic Association (NCAA) clearly states there are many favorable qualities derived from participation that benefit those “who go pro in something other than sports.” However, the ability of collegiate athletics to deliver on the promise of attributable long-term vocational value is rarely questioned. Instead, student-athletes are encouraged to think of their participation as a personal investment with enduring rewards for the investor. In this study involving former NCAA Division I student-athletes, the authors examined whether participation can be regarded as an investment and how student-athletes perceive the returns thus derived. Extending Becker’s (1962) theory of human capital investment to sport participation, the authors probed participants’ experiences for evidence of investment thinking and lasting benefits in corporeal, economic, social, and cultural varieties. The findings support the notion that participation in collegiate athletics can be broadly defined as an investment, but not in accordance with the long-term utility maximizing rationale described by neoclassical economists. Furthermore, the high cost of participation, inherent uncertainty, and unreliable information confound the athlete’s decision-making and blur the distinction between consumption in the present and investing for the future.

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

Journal of Athletic Training ◽

10.4085/1062-6050-50.5.02 ◽

2015 ◽

Vol 50 (8) ◽

pp. 854-861 ◽

Cited By ~ 13

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.

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Concussion-Related Protocols and Preparticipation Assessments Used for Incoming Student-Athletes in National Collegiate Athletic Association Member Institutions

Journal of Athletic Training ◽

10.4085/1062-6050-50.11.11 ◽

2015 ◽

Vol 50 (11) ◽

pp. 1174-1181 ◽

Cited By ~ 28

Author(s):

Zachary Y. Kerr ◽

Erin M. Snook ◽

Robert C. Lynall ◽

Thomas P. Dompier ◽

Latrice Sales ◽

...

Keyword(s):

Student Athletes ◽

National Collegiate Athletic Association ◽

Division I ◽

Neurocognitive Testing ◽

Web Based ◽

Association Member ◽

Balance Testing ◽

Return To Learn ◽

Concussion History ◽

Division Ii

Context National Collegiate Athletic Association (NCAA) legislation requires that member institutions have policies to guide the recognition and management of sport-related concussions. Identifying the nature of these policies and the mechanisms of their implementation can help identify areas of needed improvement. Objective To estimate the characteristics and prevalence of concussion-related protocols and preparticipation assessments used for incoming NCAA student-athletes. Design Cross-sectional study. Setting Web-based survey. Patients or Other Participants Head athletic trainers from all 1113 NCAA member institutions were contacted; 327 (29.4%) completed the survey. Intervention(s) Participants received an e-mail link to the Web-based survey. Weekly reminders were sent during the 4-week window. Main Outcome Measure(s) Respondents described concussion-related protocols and preparticipation assessments (eg, concussion history, neurocognitive testing, balance testing, symptom checklists). Descriptive statistics were compared by division and football program status. Results Most universities provided concussion education to student-athletes (95.4%), had return-to-play policies (96.6%), and obtained the number of previous concussions sustained by incoming student-athletes (97.9%). Fewer had return-to-learn policies (63.3%). Other concussion-history–related information (eg, symptoms, hospitalization) was more often collected by Division I universities. Common preparticipation neurocognitive and balance tests were the Immediate Post-Concussion Assessment and Cognitive Testing (ImPACT; 77.1%) and Balance Error Scoring System (46.5%). In total, 43.7% complied with recommendations for preparticipation assessments that included concussion history, neurocognitive testing, balance testing, and symptom checklists. This was due to moderate use of balance testing (56.6%); larger proportions used concussion history (99.7%), neurocognitive testing (83.2%), and symptom checklists (91.7%). More Division I universities (55.2%) complied with baseline assessment recommendations than Division II (38.2%, χ2 = 5.49, P = .02) and Division III (36.1%, χ2 = 9.11, P = .002) universities. Conclusions National Collegiate Athletic Association member institutions implement numerous strategies to monitor student-athletes. Division II and III universities may need additional assistance to collect in-depth concussion histories and conduct balance testing. Universities should continue developing or adapting (or both) return-to-learn policies.

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Challenges Faced by Collegiate Athletic Trainers, Part I: Organizational Conflict and Clinical Decision Making

Journal of Athletic Training ◽

10.4085/1062-6050-84-19 ◽

2020 ◽

Vol 55 (3) ◽

pp. 303-311 ◽

Cited By ~ 2

Author(s):

Alicia M. Pike Lacy ◽

Thomas G. Bowman ◽

Stephanie Mazerolle Singe

Keyword(s):

Decision Making ◽

Job Performance ◽

Medical Decision Making ◽

National Collegiate Athletic Association ◽

Athletic Trainers ◽

Collegiate Athletics ◽

Division I ◽

Medical Decision ◽

Organizational Conflict ◽

Perceived Pressure

Context Organizational conflict, particularly between coaches and medical professionals, has been reported in collegiate athletics. Different values create room for conflict between coaches and athletic trainers (ATs); however, ATs' experiences when making medical decisions are not fully understood. Objective To investigate the presence of organizational conflict regarding medical decision making and determine if differences exist across athletic affiliations. Design Cross-sectional study. Setting Collegiate athletics (National Collegiate Athletic Association [NCAA], National Association of Intercollegiate Athletics [NAIA], National Junior College Athletic Association [NJCAA]). Patients or Other Participants A total of 434 ATs responded (age = 27.7 ± 3.2 years, years certified = 5.2 ± 2.7), representing the NCAA Division I (DI; n = 199), Division II (DII; n = 67), Division III (DIII; n = 108); NAIA (n = 37); and NJCAA (n = 23) settings. Main Outcome Measure(s) The survey instrument contained quantitative measures and open-ended questions, with affiliation as our primary independent variable. Responses to Likert-scale questions (1 = strongly agree, 5 = strongly disagree) regarding organizational pressures within athletics served as the dependent variables. Kruskal-Wallis analysis-of-variance and Mann-Whitney U post hoc tests assessed differences in organizational conflict across affiliations. Open-ended questions were analyzed inductively. Results We obtained a 14.47% (434 of 3000) response rate. National Collegiate Athletic Association DI ATs disagreed less than NCAA DII and DIII and NJCAA ATs that they would worry about job security if turnover in the head coaching position occurred (P < .05). Regarding the influence of coaches on job performance, differences were found between NCAA DI and DIII and between DI and NJCAA ATs (P < .01). Visibility of the injury and situational factors influenced the level of perceived pressure. Conclusions Athletic trainers perceived pressure from coaches regarding medical decision making. Division I ATs placed greater emphasis on the role that coaches played in their job performance and job security. Athletic departments should consider transitioning to patient-centered models of care to better align values and reduce the external pressures placed on ATs.

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Exploring Summer Medical Care Within the National Collegiate Athletic Association Division I Setting: A Perspective From the Athletic Trainer

Journal of Athletic Training ◽

10.4085/1062-6050-51.3.03 ◽

2016 ◽

Vol 51 (2) ◽

pp. 175-183 ◽

Cited By ~ 3

Author(s):

Stephanie M. Mazerolle ◽

Christianne M. Eason ◽

Ashley Goodman

Keyword(s):

Medical Care ◽

Athletic Training ◽

National Collegiate Athletic Association ◽

Athletic Trainers ◽

Negative Influence ◽

Division I ◽

Athletic Trainer ◽

Full Time ◽

Frequency Distributions ◽

Training Services

Over the last few decades, the National Collegiate Athletics Association (NCAA) has made changes related to the increase in sanctioned team activities during summer athletics. These changes may affect how athletic training services are provided.Context: To investigate the methods by which athletic training departments of NCAA institutions manage expectations regarding athletic training services during the summer.Objective: Mixed-methods qualitative and quantitative study.Design: The NCAA Division I.Setting: Twenty-two athletic trainers (13 men, 9 women) participated. All were employed full time within the NCAA Division I setting. Participants were 35 ± 8 years of age (range, 26−52 years), with 12 ± 7 years (range, 3−29 years) of athletic training experience.Patients or Other Participants: All participants completed a series of questions online that consisted of closed- (demographic and Likert-scale 5-point) and open-ended items that addressed the research questions. Descriptive statistics, frequency distributions, and phenomenologic analyses were completed with the data. Peer review and multiple-analyst triangulation established credibility.Data Collection and Analysis: Summer athletic training services included 3 primary mechanisms: individual medical care, shared medical care, or a combination of the 2. Participants reported working 40 ± 10 hours during the summer. Likert-item analysis showed that participants were moderately satisfied with their summer medical care structure (3.3 ± 1.0) and with the flexibility of summer schedules (3.0 ± 1.2). Yet the qualitative analysis revealed that perceptions of summer medical care were more positive for shared-care participants than for individual- or combination-care participants. The perceived effect on the athletic trainer included increased workload and expectations and a negative influence on work-life balance, particularly in terms of decreased schedule flexibility and opportunities for rejuvenation. For many, the summer season mimicked the hours, workload, and expectations of the nontraditional season.Results: The NCAA rule changes and medical care expectations affected the summer workload of athletic trainers, but job sharing seemed to help them manage conflict associated with providing summer athletic training services.Conclusions:

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Factors Influencing Retention of Male Athletic Trainers in the NCAA Division I Setting

International Journal of Athletic Therapy & Training ◽

10.1123/ijatt.18.5.6 ◽

2013 ◽

Vol 18 (5) ◽

pp. 6-9 ◽

Cited By ~ 19

Author(s):

Stephanie M. Mazerolle ◽

Ashley Goodman ◽

William A. Pitney

Keyword(s):

Data Collection ◽

National Collegiate Athletic Association ◽

Athletic Trainers ◽

Working Hours ◽

Division I ◽

Factors Influencing ◽

Data Collection And Analysis ◽

Coworker Relationships ◽

Support Autonomy ◽

Type Data

Context:Social support, autonomy, and job satisfaction are among the factors influencing female athletic trainers' decisions to remain in the National Collegiate Athletic Association Division I (NCAA D-I) setting, but the male perspective has not been documented.Objective:Identify factors that affect male athletic trainers' decisions to remain in the NCAA D-I setting.Design:Qualitative study. Participants: 11 male athletictrainers who averaged 6 ± 6 years of NCAA D-I clinical experience, 66 ± 10 working hours per week during the traditional sport season, and 34 ± 5 years of age.Data collection and analysis:In-depth, semistructured interviews. Two researchers followed the steps of a grounded theory study and analyzed data independently.Results:Two main persistence themes emerged from the data: (1) D-I atmosphere and (2) workplace environment.Conclusions:Our findings suggest that male athletic trainers remain in the NCAA D-I setting because of satisfaction with their employment, which includes a competitive atmosphere, strong coworker relationships, and support from their supervisors.

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Vitamin D Practice Patterns in National Collegiate Athletic Association Division I Collegiate Athletics Programs

Journal of Athletic Training ◽

10.4085/1062-6050-21-19 ◽

2020 ◽

Vol 55 (1) ◽

pp. 65-70 ◽

Cited By ~ 1

Author(s):

Michelle Rockwell ◽

Matthew Hulver ◽

Ernest Eugene

Keyword(s):

Vitamin D ◽

Ncaa Division I ◽

Sports Medicine ◽

National Collegiate Athletic Association ◽

Practice Patterns ◽

Collegiate Athletics ◽

Division I ◽

Vitamin D Status ◽

Clinical Practices ◽

Vitamin D Supplements

Context Vitamin D status has been associated with performance, health, and well-being in athletic populations. The measurement of vitamin D status via 25-hydroxyvitamin D [25(OH)D] testing has increased in the general population, as has vitamin D supplement use. It is unclear if similar patterns exist in collegiate athletics programs. Objective To describe the clinical care related to the prevention, evaluation, and treatment of vitamin D deficiency and insufficiency used by sports medicine providers with National Collegiate Athletic Association (NCAA) Division I programs. Design Cross-sectional study. Setting Population-based online survey. Patients or Other Participants All NCAA Division I head athletic trainers. Main Outcome Measure(s) Information related to 25(OH)D testing, vitamin D supplementation, vitamin D–related protocols and procedures, and characteristics of athletic programs and participants. Results We received 249 responses (72% response rate). Use of 25(OH)D testing was described by 68% of participants, with the most common indicators being health status/history (78%) and injury status/history (74%). One-fifth of participants stated that vitamin D testing was conducted as screening (without a specific cause or indication). Target blood vitamin D concentrations were highly variable. A range of 8 to 1660 annual vitamin D blood tests was reported at a cost of <$50 (8%), $51 to $100 (51%), $101 to $150 (20%), and >$150 (10%). Forty-two percent of programs covered the cost of vitamin D supplements. More than half of the participants indicated that vitamin D blood testing and supplements were not a good use of program funds. In comparison with Football Championship Subdivision programs, Football Bowl Subdivision programs were more likely to conduct vitamin D testing and pay for vitamin D supplements, and their providers were more likely to believe that testing and supplements were a good use of program funds. Conclusions A great deal of variability was present in vitamin D–related clinical practices among NCAA Division I athletics programs, which reflects existing contradictions and uncertainty in research, recommendations, and guidelines. Knowledge of current practice patterns is important in evaluating and establishing best practices, policies, and procedures for sports medicine and sports nutrition professionals in the collegiate setting.

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