scholarly journals The Organizational Climate in Collegiate Athletics: An Athletic Trainer's Perspective

2018 ◽  
Vol 53 (1) ◽  
pp. 88-97 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Christianne M. Eason
Keyword(s):  
Organizational Climate ◽  
Athletic Trainers ◽  
Collegiate Athletics ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Staff Members ◽  
Expert Review ◽  
Data Saturation ◽  
Collegiate Athletic Trainers

Context:  An organizational climate is largely based on an employee's perceptions of the working conditions in which he or she engages regularly. A multifaceted concept, the organizational climate is often formed by perceptions of employee welfare, rewards, and support. Achieving work-life balance is also a part of the climate. Objective:  To learn collegiate athletic trainers' perceptions of organizational climate and specifically how it may pertain to their work-life balance. Design:  Phenomenologic study. Setting:  Collegiate practice setting. Patients or Other Participants:  Thirty athletic trainers working in the collegiate athletics setting took part in 1-on-1 phone interviews. The participants were 30.5 (interquartile range [IQR] = 7.75) years old and had been certified for 7 (IQR = 5) years and at their current position for 4 (IQR = 3) years. Data Collection and Analysis:  Participants completed a phone interview that followed a semistructured framework. All transcribed interviews were analyzed using a phenomenologic approach. Researcher triangulation, expert review, and data saturation were used to establish credibility. Results:  Athletic trainers working in the collegiate athletics setting who had positive perceptions of their work-life balance described their organizational climate as family friendly. Our participants' supervisors allowed for autonomy related to work scheduling, which provided opportunities for work-life balance. These athletic trainers believed that they worked in a climate that was collegial, which was helpful for work-life balance. In addition, the importance of placing family first was part of the climate. Conclusions:  The perceptions of our participants revealed a climate of family friendliness, supervisor support, and collegiality among staff members, which facilitated the positive climate for work-life balance. The mindset embraced the importance of family and recognized that work did not always have to supersede personal priorities.

scholarly journals National Athletic Trainers' Association Position Statement: Facilitating Work-Life Balance in Athletic Training Practice Settings

2018 ◽  
Vol 53 (8) ◽  
pp. 796-811 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
William A. Pitney ◽  
Ashley Goodman ◽  
Christianne M. Eason ◽  
Scott Spak ◽  
...  
Keyword(s):  
Organizational Climate ◽  
Athletic Training ◽  
Athletic Trainers ◽  
Position Statement ◽  
Work Life ◽  
Work Life Balance ◽  
Athletic Trainer ◽  
Life Balance ◽  
National Athletic Trainers Association ◽  
Training Practice

Objective: To illustrate the concept of work-life balance and those factors that influence it and to provide recommendations to facilitate work-life balance in athletic training practice settings. To present the athletic trainer with information regarding work-life balance, including those factors that negatively and positively affect it within the profession.Background: Concerns for work-life balance have been growing within the health care sector, especially in athletic training, as it is continuously linked to professional commitment, burnout, job satisfaction, and career longevity. The term work-life balance reflects those practices used to facilitate the successful fulfillment of the responsibilities associated with all roles one may assume, including those of a parent, spouse, partner, friend, and employee. A host of organizational and individual factors (eg, hours worked, travel demands, flexibility of work schedules, relationship status, family values) negatively influence the fulfillment of work-life balance for the athletic trainer, but practical strategies are available to help improve work-life balance, regardless of the practice setting.Recommendations: This position statement is charged with distributing information on work-life balance for athletic trainers working in a variety of employment settings. Recommendations include a blend of organizational and personal strategies designed to promote work-life balance. Establishing work-life balance requires organizations to have formal policies that are supported at the departmental and personal level, in addition to informal policies that reflect the organizational climate of the workplace. Individuals are also encouraged to consider their needs and responsibilities in order to determine which personal strategies will aid them in attaining work-life balance.

scholarly journals Multilevel Examination of Job Satisfaction and Career Intentions of Collegiate Athletic Trainers: A Quantitative Approach

2018 ◽  
Vol 53 (1) ◽  
pp. 80-87 ◽  
Author(s):  
Christianne M. Eason ◽  
Stephanie M. Mazerolle ◽  
Craig R. Denegar ◽  
William A. Pitney ◽  
Jennifer McGarry
Keyword(s):  
Job Satisfaction ◽  
Athletic Training ◽  
Athletic Trainers ◽  
Work Life ◽  
Work Life Balance ◽  
Complex Nature ◽  
Career Intentions ◽  
Life Balance ◽  
Independent Variables ◽  
Collegiate Athletic Trainers

Context:  Recent employment data from collegiate athletic training settings have demonstrated departure trends among men and women. These trends have been hypothesized to be related to work-life balance. However, work-life balance is only 1 aspect of a myriad of factors. Due to the complex nature of the work-life interface, a multilevel examination is needed to better understand the precipitators of departure. Objective:  To quantitatively examine factors that may influence collegiate athletic trainers' (ATs') job satisfaction and career intentions via a multilevel examination of the work-life interface. Design:  Cross-sectional study. Setting:  Web-based questionnaire. Patients or Other Participants:  Athletic trainers employed in National Collegiate Athletic Association Division I, II, or III or National Association of Intercollegiate Athletics colleges or universities (N = 299: 56.5% female, 43.5% male). The average age of participants was 33.6 ± 8.3 years, and their average experience was 10.3 ± 7.6 years. Data Collection and Analysis:  Participants responded to an online questionnaire consisting of demographic questions, 9 Likert-scale surveys, and open-ended questions. Job-satisfaction Scores (JSSs) and intention-to-leave scores (ITLSs) served as the dependent variables and factors from individual, organizational, and sociocultural levels were the independent variables. Hierarchical regression analysis was run to determine the predictability of factors. Results:  No sex differences in ITLS or JSS were found in our sample. Independent variables explained 68.5% of the variance in JSS and 28.8% of the variance in ITLS. Additions of factor levels increased the percentage of explained variance in both scores. Conclusions:  A combination of individual-, organizational-, and sociocultural-level factors was able to best predict JSS and ITLS among collegiate ATs.

Factors and Strategies Contributing to the Work–Life Balance of Female Athletic Trainers Employed in the NCAA Division I Setting

2013 ◽  
Vol 5 (5) ◽  
pp. 211-222 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Elizabeth M. Ferraro ◽  
Christianne M. Eason ◽  
Ashley Goodman
Keyword(s):  
Ncaa Division I ◽  
Athletic Trainers ◽  
Work Life ◽  
Division I ◽  
Work Life Balance ◽  
Life Balance

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

2015 ◽  
Vol 50 (8) ◽  
pp. 854-861 ◽  
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.

scholarly journals Equity Issues in Work/Life Balance Programmes

1970 ◽  
Author(s):  
Avette Kelly
Keyword(s):  
Positive Impact ◽  
Small Sample ◽  
Work Life ◽  
City Council ◽  
Work Life Balance ◽  
Life Balance ◽  
Equity Issues ◽  
Staff Members ◽  
Family Friendly ◽  
And Performance

In the past 10 years there has been an increasing number of works published detailing the positive impact of family-friendly and work/life balance programmes on workplace culture and performance. While this study does not attempt to refute this body of literature, it does address all issue which has been largely ignored thus far. That is, that work/life programmes with an emphasis on family-friendly initiatives can leave some staff members feeling disadvantaged and create a subculture of dissatisfaction. This paper examines whether these feelings exist ill a small sample of New Zealand companies. Staff from two groups within Auckland City Council were surveyed and an email questionnaire was sent to a non-random sample of childless employees from 10 other firms. These results of these surveys did notified evidence to support the idea that many childless staff feel disadvantaged by family-friendly initiatives especially where the programmes were flexible and could be used by anyone who needed them.

Work-Life Balance Perspectives of Male NCAA Division I Athletic Trainers: Strategies and Antecedents

2015 ◽  
Vol 7 (2) ◽  
pp. 50-62 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Christianne Marie Eason ◽  
Walter A. Trisdale
Keyword(s):  
Ncaa Division I ◽  
Athletic Trainers ◽  
Work Life ◽  
Division I ◽  
Work Life Balance ◽  
Life Balance

scholarly journals Improving Health Professionals’ Involvement Whilst Sustaining Work–Life Balance: Evidence from an Empirical Analysis

2020 ◽  
Vol 12 (21) ◽  
pp. 9291
Author(s):  
Rocco Palumbo
Keyword(s):  
Health Care ◽  
Organizational Climate ◽  
Health Professionals ◽  
Health Care Organizations ◽  
Management Practice ◽  
Work Life ◽  
Work Life Balance ◽  
Limited Attention ◽  
Healthcare Organizations ◽  
Life Balance

Most sustainability studies applied to healthcare primarily focus on external viability. In particular, they look at the ability of healthcare institutions to establish an economic, environmental, social, and political consonance with their context. Conversely, limited attention has been paid to issues related to internal sustainability. The article discusses health professionals’ involvement as a human resource management practice which contributes to the viability of healthcare organizations. A sequential mediation analysis was designed to shed light on the effects of employees’ involvement on work–life balance, which is an essential ingredient of the recipe for internal sustainability. The study findings suggest that health professionals’ involvement may determine an intensification and an extensification of work efforts, which undermine their work–life balance. Nevertheless, the implications of employees’ involvement on work–life balance are positively and significantly mediated by supportive relationships at work and positive organizational climate. From this standpoint, health professionals’ involvement may act as an effective strategy to enhance the internal sustainability of health care organizations if matched with better relationships with supervisors and improved organizational climate. Whilst calling for further research to enlighten issues and challenges related to internal sustainability, the article stresses that health professionals’ involvement should be paired with an improvement of the organizational climate to contribute to an increased viability of health care institutions.

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

2015 ◽  
Vol 50 (1) ◽  
pp. 82-88 ◽  
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.

scholarly journals An Examination of Athletic Trainers' Occupational Recovery Experiences During Time After Work

2020 ◽  
Vol 55 (5) ◽  
pp. 532-537
Author(s):  
Stacy L. Gnacinski ◽  
Mellanie Nai ◽  
Megan Brady ◽  
Barbara B. Meyer ◽  
Nate Newman
Keyword(s):  
National Collegiate Athletic Association ◽  
Athletic Trainers ◽  
Reliability And Validity ◽  
Preliminary Evidence ◽  
Cross Sectional Study ◽  
Work Life ◽  
Work Life Balance ◽  
Cross Sectional ◽  
Life Balance ◽  
Recovery Experiences

Context Although researchers have directed scholars toward investigating the effectiveness of the nonwork personal time of athletic trainers (ATs), no one has characterized the occupational recovery experiences of ATs. Objective To examine the reliability and validity of the Recovery Experience Questionnaire (REQ) for use in AT populations. Design Cross-sectional study. Setting Web-based survey. Patients or Other Participants A total of 144 ATs (71 men, 73 women) working in a variety of National Collegiate Athletic Association sports across all levels of competition. Main Outcome Measure(s) The REQ was administered to assess the AT recovery experience. Results Preliminary evidence emerged for the reliability (ω = 0.80–0.90) and validity of the REQ for use in AT populations. Weak linear relationships were identified between stress and perceptions of psychological detachment (r = −0.314, P < .001), mastery (r = −0.179, P = .32), control (r = −0.284, P = .001), and relaxation (r = −0.157, P = .06). Conclusions Our results support measuring and applying occupational recovery for AT stress and work-life balance. Given that occupational recovery as a construct was only weakly related to stress, it is clearly a unique and distinct variable worth considering within the work-life balance line of inquiry.

scholarly journals PENGARUH WORK LIFE BALANCE IKLIM ORGANISASI DAN REWARD MASA PANDEMI TERHADAP KEPUASAN KERJA

2021 ◽  
Vol 2 (2) ◽  
pp. 235-248
Author(s):  
M. Ramadhoni Azdanal ◽  
Fakhry Zamzam ◽  
Neny Rostiati
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Data Processing ◽  
Organizational Climate ◽  
Research Method ◽  
Field Data ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Field Data Collection

The purpose of this study was to determine the Effect of Work Life Balance Organizational Climate and Rewards during the Covid 19 Pandemic on Job Satisfaction of PT BNI (Persero) Tbk KCU Palembang employees partially or simultaneously. This research method uses descriptive and verification surveys, field data collection uses questionnaires, interviews and documentation techniques. This research is an associative research, where in this study there are variables that are related and can influence other variables. The population of this study were 78 employees of PT BNI (Persero) Tbk KCU Palembang. Data processing using SPSS 25 analysis tool.The results of the study show that Work Life Balance affects job satisfaction, organizational climate affects job satisfaction, rewards affect job satisfaction, work life balance, organizational climate and rewards during the pandemic affect job satisfaction simultaneously.

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