The current study examined, via online focus groups, the consequences of work–family conflict at work and at home with 41 mothers who are Division I head coaches. In addition, the authors focused on the coping mechanisms that these women used to achieve success at work and quality of life with family. Results revealed that work–family conflict influenced outcomes with work (e.g., staffing patterns, relationships with athletes, team performance), family (e.g., time spent and relationships with children and spouses or partners), and life (e.g., guilt and exhaustion, balance and perspective, weaving work and family). Coping mechanisms included stress relief, self-awareness, organization and time management, sacrificing aspects of work, support networks, flexibility with hours, and family-friendly policies and cultures. Implications are that the women work to promote change within their circle of influence. Although their efforts might not result in actual policy changes, over which they feel limited control, they might result in changes in perceptions and attitudes.
Jennifer E. Bruening and Marlene A. Dixon
Michael Odio and Shannon Kerwin
The senior internship is a critical developmental experience for sport management students transitioning into their careers. Despite the internship’s role as a career development tool, previous research has suggested that the experience may deter students from continuing to pursue a career in the sports industry (Cunningham, Sagas, Dixon, Turner, & Kent, 2005). The present study uses decision-making theory and a longitudinal approach to improve on previous efforts to examine changes in students’ affective commitment to the vocation and intent to pursue a career in the vocation as a result of the internship experience. Results of the structural model show that challenge, supervisor support, and role conflict significantly influence students’ career decision making.
Karen E. Danylchuk
The prevalence of occupational Stressors in physical education faculties/ departments as a function of sex, age, marital status, family status, years of work experience in higher education, and type of appointment was examined through use of the Stress Diagnostic Survey (Ivancevich & Matteson, 1988a). This multidimensional self-report inventory consists of 17 dimensions, which are further subdivided into organizational Stressors (macrostressors) and individual Stressors (microstressors). The sample reported moderate degrees of stress in comparison to the normative data with the macrostressors being greater sources of stress than the microstressors. Quantitative overload was rated the highest followed by time pressure and rewards. Qualitative overload was rated lowest followed by role ambiguity and role conflict. Sex was associated with the greatest number of Stressors—gender discrimination, quantitative overload, and time pressure. Females perceived these three Stressors to be significantly greater sources of stress than did males.
Jeffrey Graham, Allison Smith and Sylvia Trendafilova
. , & Prottas , D. ( 2002 ). Highlights of the national study of the changing workforce: Executive summary . New York, NY : Families and Work Institute . Bruening , J.E. , & Dixon , M.A. ( 2007 ). Work-family conflict in coaching II: Managing role conflict . Journal of Sport Management, 21 ( 4
Molly Hayes Sauder and Michael Mudrick
) examined satisfaction within the context of decision-making theory, exploring how relevant variables influence students’ internship satisfaction, attitude toward the vocation, and intent to enter the profession. Challenge, supervisor support, and role conflict all significantly predicted internship
Jeffrey A. Graham and Marlene A. Dixon
all influence the amount and severity of the role strain or role conflict he or she is likely to experience ( Greenhaus & Beutell, 1985 ; Kahn et al. , 1964 ). A second characterization of the tension between work and family is focused on the resources a given role demands, and how resource
Jon Welty Peachey, Nico Schulenkorf and Ramon Spaaij
challenges—including hybrid approaches and role conflicts—around sport for social change programs and perspectives (see in this issue, e.g., Dixon & Svensson, 2019 ; Raw et al., 2019 ). However, more in-depth research is needed to establish a solid understanding of sport for social change perspectives and
Craig Hyatt, Shannon Kerwin, Larena Hoeber and Katherine Sveinson
take on attitudes and behaviors specific to that role ( Hogg, Terry, & White, 1995 ; Lock & Heere, 2017 ). However, at any given time, people may experience role conflict, where accepting the attitudes and behaviors associated with one role may be incongruent with the attitudes and behaviors of
Elizabeth A. Taylor, Matt R. Huml and Marlene A. Dixon
satisfaction and purpose in life . Journal of Counseling Psychology, 47 , 469 – 477 . doi:10.1037/0022-0188.8.131.529 10.1037/0022-0184.108.40.2069 Bruening , J.E. , & Dixon , M.A. ( 2007 ). Work-family conflict in coaching II: Managing role conflict . Journal of Sport Management, 21 , 471 – 496 . doi
Allyson C. Hartzell and Marlene A. Dixon
. Cambridge, MA : Harvard University Press . Bruening , J.E. , & Dixon , M.A. ( 2007 ). Work-family conflict in coaching II: Managing role conflict . Journal of Sport Management, 21 , 471 – 496 . doi:10.1123/jsm.21.4.471 10.1123/jsm.21.4.471 Bruening , J.E. , & Dixon , M.A. ( 2008 ). Situating