美国大学体育协会第一分区聘用的女性运动训练师的职业和家庭抱负。
Career and family aspirations of female athletic trainers employed in the National Collegiate Athletic Association Division I setting.
作者信息
Mazerolle Stephanie M, Eason Christianne M, Ferraro Elizabeth M, Goodman Ashley
机构信息
Department of Kinesiology, University of Connecticut, Storrs;
出版信息
J Athl Train. 2015 Feb;50(2):170-7. doi: 10.4085/1062-6050-49.3.59. Epub 2014 Oct 20.
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.
背景
女性运动训练师（AT）往往在30岁之后离开运动训练行业。影响离职的因素只是理论上的。专业要求，尤其是在大学层面，也一直是关于离职因素的传闻性讨论的焦点。
目的
了解在大学环境中工作的女性运动训练师的职业和家庭意向。
设计
定性研究。
地点
美国全国大学体育协会第一分区。
患者或其他参与者
27名受雇于美国全国大学体育协会第一分区的女性运动训练师（单身 = 14人，已婚无子女 = 6人，已婚有子女 = 7人）。
数据收集与分析
所有女性运动训练师通过反思性日志回答了一系列开放式问题。数据采用一般归纳法进行分析。通过同行评审、成员解释性评审和多分析师三角测量法建立了可信度。
结果
我们的参与者表示，作为个人愿望的一部分，她们强烈希望专注于家庭或组建家庭。在职业方面，许多女性运动训练师不确定自己在第一分区大学环境中甚至整个行业内的工作年限，出现了两个主要主题作为影响离职决定的因素：计划生育坚持和计划生育离职。六名女性运动训练师计划完全离开该行业，因为生育与运动训练师的角色存在冲突。只有三名女性运动训练师表示，无论其家庭或婚姻状况如何，她们的职业目标是坚持留在第一分区，她们提到由于有支持网络，自己有能力保持工作与生活的平衡。其余17名女性运动训练师计划更换工作环境，以平衡母亲角色和运动训练师角色，因为第一分区的环境不利于育儿。
结论
我们的结果证实了先前研究人员的结果，即第一分区的环境对女性运动训练师可能存在问题，并促使她们离开该环境甚至整个行业。
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