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Jeffrey A. Graham and Marlene A. Dixon

to allow the negative emotions of the coaching role to impact the family role. Family–work conflict Respondents discussed how conflict flowed not only from the work role but from family responsibilities causing tension in the coaching role. However, it was also clear that the respondents expressed

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Moe Machida-Kosuga, John M. Schaubroeck, Daniel Gould, Martha Ewing and Deborah L. Feltz

The purpose of the current study was to examine the influences of leader self-efficacy and coaching career outcome expectancies on intentions for advancement in leadership careers of collegiate assistant coaches in the United States. We also investigated psychosocial antecedents of these factors and explored gender differences. Female and male collegiate assistant coaches (N = 674) participated in an online survey consisting of measurements of leadership career advancement intentions, leader self-efficacy, and coaching career outcome expectancies, and their putative antecedents (i.e., developmental challenges, head coach professional support, family-work conflicts, and perceived gender discrimination). Results showed that leader self-efficacy and coaching career outcome expectancies were related to coaches’ leadership career advancement intentions. Developmental challenges and head coach professional support were positively related to leader self-efficacy, while family-work conflicts and perceived gender discrimination were negatively related to coaching career outcome expectancies. Findings also suggested that female assistant coaches may have higher coaching career outcome expectancies, but lower intentions toward leadership career advancement, leader self-efficacy, and developmental challenges than male assistant coaches. The study findings suggest ways to advance junior coaches’ leadership careers.

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Elizabeth A. Taylor, Matt R. Huml and Marlene A. Dixon

burnout. Work–Family/Family–Work Conflict WFC has been defined as “a form of interrole conflict in which the role pressure from the work and family domains are mutually incompatible in some respect” ( Greenhaus & Beutell, 1985 , p. 77). This incompatibility creates a difficult situation for individuals

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Christianne M. Eason, Stephanie M. Singe and Kelsey Rynkiewicz

-family guilt according to a newly validated measure . Sex Roles . 2018 ; 78 ( 3-4 ): 194 – 207 . doi: 10.1007/s11199-017-0782-7 23. Netemeyer RG , McMurrian R , Boles JS . Development and validation of work-family conflict and family-work conflict scales . J Appl Psychol . 1996 ; 81 ( 4 ): 400

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Shaina M. Dabbs, Jeffrey A. Graham and Marlene A. Dixon

women’s need for balance is more salient than men’s over time. To extend, Dabbs et al. ( 2016 ) assessed the impact of cohort (age/career stage) and gender on college head coaches’ work–family conflict and family–work conflict. The results found that coaches in general experienced high levels of

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Allyson C. Hartzell and Marlene A. Dixon

administration have been shown to be influenced by factors including not only the challenges they face in their careers, but also the feedback and support they receive from their supervisors, as well as the amount of family-work conflict they experience ( Machida-Kosuga, Schaubroeck, & Feltz, 2016 ). The