Mazerolle Stephanie M, Pitney William A, Eason Christianne M
Department of Kinesiology, University of Connecticut, Storrs;
Northern Illinois University, DeKalb.
J Athl Train. 2015 Jul;50(7):748-59. doi: 10.4085/1062-6050-50.4.02. Epub 2015 Apr 16.
The intercollegiate setting receives much of the scholarly attention related to work-life conflict (WLC). However research has been focused on the National Collegiate Athletic Association Division I setting. Multiple factors can lead to WLC for the athletic trainer (AT), including hours, travel, and lack of flexibility in work schedules.
To investigate the experiences of WLC among ATs working in the non-Division I collegiate setting and to identify factors that contribute to fulfillment of work-life balance in this setting.
Qualitative study.
Institutions in the National Collegiate Athletic Association Divisions II and III, the National Association of Intercollegiate Athletics, and the National Junior College Athletic Association.
A total of 244 ATs (128 women, 114 men; age = 37.5 ± 13.3 years, experience = 14 ± 12 years) completed phase I. Thirteen participants (8 women, 5 men; age = 38 ± 13 years, experience = 13.1 ± 11.4 years) completed phase II.
For phase I, participants completed a previously validated and reliable (Cronbach α > .90) Web-based survey measuring their levels of WLC and work-family conflict (WFC). This phase included 2 WFC scales defining family; scale 1 defined family as having a partner or spouse with or without children, and scale 2 defined family as those individuals, including parents, siblings, grandparents, and any other close relatives, involved in one's life. Phase II consisted of an interview. Qualitative data were evaluated using content analysis. Data source and multiple-analyst triangulation secured credibility.
The WFC scores were 26.33 ± 7.37 for scale 1 and 20.46 ± 10.14 for scale 2, indicating a moderate level of WFC for scale 1 and a low level of WFC for scale 2. Qualitative analyses revealed that organizational dimensions, such as job demands and staffing issues, can negatively affect WLC, whereas a combination of organizational and personal dimensions can positively affect WLC.
Overload continues to be a prevalent factor in negatively influencing WLC and WFC. Supervisor and peer support, personal networks, and time away from the role positively influenced work-life balance and WFC. Athletic trainers are encouraged to support one another in the workplace, especially when providing flexibility in scheduling.
校际体育环境受到了许多与工作-生活冲突（WLC）相关的学术关注。然而，研究主要集中在美国大学体育总会第一分区的环境中。多种因素可能导致运动训练师（AT）出现工作-生活冲突，包括工作时长、出差以及工作时间表缺乏灵活性等。
调查在非第一分区校际体育环境中工作的运动训练师的工作-生活冲突经历，并确定有助于在这种环境中实现工作-生活平衡的因素。
定性研究。
美国大学体育总会第二和第三分区、全国校际体育协会以及全国初级学院体育协会的院校。
共有244名运动训练师（128名女性，114名男性；年龄 = 37.5 ± 13.3岁，工作经验 = 14 ± 12年）完成了第一阶段。13名参与者（8名女性，5名男性；年龄 = 38 ± 13岁，工作经验 = 13.1 ± 11.4年）完成了第二阶段。
在第一阶段，参与者完成了一项先前经过验证且可靠（克朗巴哈α系数 > 0.90）的基于网络的调查，以测量他们的工作-生活冲突和工作-家庭冲突（WFC）水平。该阶段包括两个定义家庭的工作-家庭冲突量表；量表1将家庭定义为有伴侣或配偶，有无子女均可，量表2将家庭定义为那些参与个人生活的人，包括父母、兄弟姐妹、祖父母和任何其他近亲。第二阶段包括一次访谈。定性数据采用内容分析法进行评估。数据源和多分析师三角验证确保了可信度。
量表1的工作-家庭冲突得分是26.33 ± 7.37，量表2的得分是20.46 ± 10.14，这表明量表1的工作-家庭冲突处于中等水平，量表2的工作-家庭冲突处于低水平。定性分析表明，组织层面的因素，如工作要求和人员配备问题，可能对工作-生活冲突产生负面影响，而组织层面和个人层面的因素相结合则可能对工作-生活冲突产生积极影响。
工作负担过重仍然是对工作-生活冲突和工作-家庭冲突产生负面影响的一个普遍因素。上级和同事的支持、个人网络以及从工作角色中抽出时间对工作-生活平衡和工作-家庭冲突产生了积极影响。鼓励运动训练师在工作场所相互支持，特别是在安排工作时间方面提供灵活性时。
