Cavallario Julie M, Campbell Brianna L, Jones Bailey C, Welch Bacon Cailee E
Graduate Program Director, Assistant Professor, Athletic Training Program, Old Dominion University.
Old Dominion University.
J Athl Train. 2022 Aug 22. doi: 10.4085/1062-6050-0244.22.
Athletic trainers (ATs) are comparatively underpaid relative to peer healthcare professionals. While many factors contribute to salary and benefits of a given employment position, negotiation is a factor of the final salary and benefits package that is achieved. It is unclear to what extent ATs negotiate salary or other terms of employment during the hiring process.
To explore the negotiation practices of ATs during the hiring process.
Cross-sectional.
Web-based survey.
587 ATs employed in the clinical setting that previously held at least one full-time employment position.
Independent variables included several demographic factors as well as current salary range. Dependent variables were participants' responses to various survey items focused on experiences with salary and terms of employment negotiation. Summary statistics were used to characterize all variables and multiple chi-square analyses (p<.05) were performed to determine significant influences of independent variables on negotiation practices.
More than half of ATs did not attempt to negotiate their salary (57.6%), and almost three-quarters of ATs did not negotiate terms of employment (70.5%) during the hiring process. The most successfully negotiated terms were moving expenses (72.3%) and continuing education funding/reimbursement (62.7%). The influence of demographic factors on negotiation and negotiation success varied with significant findings for: number of previous full-time employment positions, gender, marital status, salary range, and number of dependents.
It is alarming that more than half of ATs do not negotiate salary or terms of employment during the hiring process. While widespread training on negotiation practices is warranted, our findings suggest it would be most beneficial for early-career and women ATs. ATs must become comfortable with negotiating salary and terms of employment in order to effect change on the average salary and employment status of those in the profession.
相对于同行医疗保健专业人员，运动训练师（AT）的薪酬相对较低。虽然许多因素会影响特定就业岗位的薪资和福利，但谈判是最终达成的薪资和福利套餐的一个因素。目前尚不清楚运动训练师在招聘过程中在多大程度上会就薪资或其他就业条款进行谈判。
探讨运动训练师在招聘过程中的谈判做法。
横断面研究。
基于网络的调查。
587名受雇于临床环境且此前至少拥有一个全职工作岗位的运动训练师。
自变量包括若干人口统计学因素以及当前薪资范围。因变量是参与者对各种侧重于薪资和就业条款谈判经历的调查项目的回答。使用汇总统计数据来描述所有变量，并进行多次卡方分析（p<0.05）以确定自变量对谈判做法的显著影响。
超过一半的运动训练师在招聘过程中未尝试谈判薪资（57.6%），近四分之三的运动训练师未就就业条款进行谈判（70.5%）。谈判最成功的条款是搬迁费用（72.3%）和继续教育资金/报销（62.7%）。人口统计学因素对谈判及谈判成功的影响各不相同，显著结果包括：以前全职工作岗位的数量、性别、婚姻状况、薪资范围和受抚养人数。
超过一半的运动训练师在招聘过程中不就薪资或就业条款进行谈判，这令人担忧。虽然有必要对谈判做法进行广泛培训，但我们的研究结果表明，这对早期职业运动训练师和女性运动训练师最为有益。运动训练师必须适应就薪资和就业条款进行谈判，以便改变该行业人员的平均薪资和就业状况。
