Athletic Training Program, University of North Carolina Wilmington.
Healthcare Administration Program, School of Health and Applied Human Sciences, University of North Carolina Wilmington.
J Athl Train. 2022 Mar 1;57(3):248-254. doi: 10.4085/1062-6050-0006.21.
Athletic trainers' (ATs') job satisfaction has been extensively researched, yet little is known about how satisfaction relates to organizational culture.
To examine ATs' level of job satisfaction with and organizational-fit perceptions of their employment setting.
Cross-sectional study.
Web-based questionnaire.
A total of 5704 ATs (full-time employment, nonacademic appointment) were contacted via email; 841 participants began our survey (access rate = 14.7%), and 285 completed it (5.0% response rate; 33.9% completion rate). Demographic characteristics were men = 107 (37.5%), women = 178 (62.5%); age = 34.8 ± 9.9 years; and employment setting = 34.7% (n = 99) from National Collegiate Athletic Association Division I, 18.9% (n = 54) from Division II, 29.5% (n = 84) from Division III, and 16.9% (n = 48) other.
MAIN OUTCOME MEASURE(S): Participants responded to an online survey consisting of demographic questions, a 36-item Likert-scale Job Satisfaction Survey, and the Cable and Judge revision of the O'Reilly, Chatman, and Caldwell 40-item ranking Organizational Culture Profile survey. Multiple linear regression models for total or subscale job satisfaction were used to analyze the data. All models adjusted for the same demographic measures, and the independent variables of interest were created from the organizational culture survey responses.
Coworkers (minimum [min] = 9, maximum [max] = 24, ρ = .79), communications (min = 9, max = 24, ρ = .78), and work itself (min = 4, max = 24, ρ = .71) were most correlated with the total job satisfaction score (min = 96, max = 175). Of the respondents, 54% selected adaptability, stability, and taking individual responsibility as 1 of their 2 most characteristic attributes in the organizational culture profile. In addition, 83% of respondents indicated being aggressive, receiving high pay for good performance, and being distinctive or different from others as their 2 least characteristic traits.
The job satisfaction of these ATs was affected most by organizational factors, such as coworkers and communication, as well as by individual attributes such as adaptability, stability, and taking personal responsibility.
运动训练员的工作满意度已经得到了广泛的研究，但对于满意度与组织文化的关系知之甚少。
研究运动训练员对其就业环境的工作满意度和组织适应性的认知。
横断面研究。
基于网络的问卷调查。
共有 5704 名运动训练员（全职就业，非学术任命）通过电子邮件联系；841 名参与者开始参与我们的调查（访问率=14.7%），285 名参与者完成了调查（5.0%的应答率；33.9%的完成率）。人口统计学特征为男性=107（37.5%），女性=178（62.5%）；年龄=34.8±9.9 岁；就业环境=国家大学体育协会一级 34.7%（n=99），二级 18.9%（n=54），三级 29.5%（n=84），其他 16.9%（n=48）。
参与者回答了一个由人口统计学问题、36 项李克特量表工作满意度调查和 Cable 和 Judge 修订的 O'Reilly、Chatman 和 Caldwell 40 项排名组织文化概况调查组成的在线调查。使用多元线性回归模型分析总满意度或子量表满意度数据。所有模型均调整了相同的人口统计学指标，感兴趣的自变量由组织文化调查的回答创建。
同事（最小值[min]=9，最大值[max]=24，ρ=.79）、沟通（min=9，max=24，ρ=.78）和工作本身（min=4，max=24，ρ=.71）与总工作满意度得分相关性最高（min=96，max=175）。在受访者中，54%的人选择适应性、稳定性和个人责任作为组织文化概况中他们的 2 个最典型特征。此外，83%的受访者表示，积极进取、高绩效高回报以及与众不同是他们的 2 个最不典型特征。
这些运动训练员的工作满意度受同事和沟通等组织因素以及适应性、稳定性和个人责任等个人属性的影响最大。
