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K. Andrew R. Richards, Nicholas Washburn and Ye Hoon Lee

, while neglecting contextual factors that may help individuals use more adaptive strategies ( Duke, Goodman, Treadway, & Breland, 2009 ). Perceived organizational support (POS), or “employees’ perception of the extent to which the organization values their contribution and cares about their well

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K. Andrew R. Richards, Wesley J. Wilson, Steven K. Holland and Justin A. Haegele

work with physical educators who are unsupportive and may unknowingly employ exclusionary teaching practices ( Haegele & Zhu, 2017 ). Thus, the purpose of this study was to extend the research on the socialization of PE teachers by examining the relationships among perceived organizational support (POS

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Stephanie M. Mazerolle and Chantel Hunter

Professional commitment has been studied in multiple settings, yet little is known about the professional sport setting. A total of 27 male athletic trainers, employed full time in the professional sport setting, participated in this study. Our participants were 34 years old (range 30–58), with 21 ± 7 years of experience as a certified athletic trainer, and more than 17 ± 7 years of experience in the professional setting. We conducted online asynchronous interviews. All data were analyzed following an interpretative approach. Data saturation was met, and we used a peer review and researcher triangulation. Barriers to professional commitment included time away from family/home and negative work environment. The facilitators to professional commitment were competition, positive work environment, and off-season professional development. The professional sport setting is unique, much like the collegiate setting, and thus our findings highlight that time away and a negative workplace atmosphere can reduce an athletic trainer’s commitment. Commitment to the profession, however, is enhanced within this setting because of the chance to be around the high level of competition, as well as the chance to have time for professional development.

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Stephanie M. Mazerolle, Ashley Goodman and William A. Pitney

Context:

Social support, autonomy, and job satisfaction are among the factors influencing female athletic trainers' decisions to remain in the National Collegiate Athletic Association Division I (NCAA D-I) setting, but the male perspective has not been documented.

Objective:

Identify factors that affect male athletic trainers' decisions to remain in the NCAA D-I setting.

Design:

Qualitative study. Participants: 11 male athletictrainers who averaged 6 ± 6 years of NCAA D-I clinical experience, 66 ± 10 working hours per week during the traditional sport season, and 34 ± 5 years of age.

Data collection and analysis:

In-depth, semistructured interviews. Two researchers followed the steps of a grounded theory study and analyzed data independently.

Results:

Two main persistence themes emerged from the data: (1) D-I atmosphere and (2) workplace environment.

Conclusions:

Our findings suggest that male athletic trainers remain in the NCAA D-I setting because of satisfaction with their employment, which includes a competitive atmosphere, strong coworker relationships, and support from their supervisors.

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Jenna R. Starck, K. Andrew R. Richards, Michael A. Lawson and Oleg A. Sinelnikov

’ working experiences and socialization that contribute to the washout of assessment practices ( Blankenship & Coleman, 2009 ; Lawson, 1989 ). In particular, factors that may influence physical education teachers’ conceptions of assessment are marginalization, perceived organizational support, and class

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Wesley J. Wilson, Steven K. Holland, Justin A. Haegele and K. Andrew R. Richards

and isolation, emotional exhaustion, organization support, perceived mattering, resilience, and job satisfaction. Of significance to their workplace role stress, teachers must learn how to navigate and interact within the established social environment, which helps guide perceptions of and experiences

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Jeffrey A. Graham and Marlene A. Dixon

time for him to spend with family or do things he enjoyed. By using resources, such as time, purposefully, the respondents were able to reduce felt tension in the family role. Nonutilization of Organizational Supports One coping strategy that was noticeably missing from the narrative of almost all of

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Leanne Norman

its kind with women as coach developers, this was crucial to understand what the pertinent issues were to then understand how and where to intervene. These cultural barriers were the return on investment from higher coaching qualifications, organizational support and nurturing, and opportunities to

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David J. Shonk and Gonzalo Bravo

Sporting event networks are complex partnerships providing scope for investigation at multiple levels of analysis, including interpersonal, interorganizational, and field level. Based on an integration of the literature on interorganizational relationships, perceived organizational support, and interorganizational commitment, the paper proposes a conceptual model applicable to sporting event networks wherein perceived interorganizational support (PIOS) influences perceived interorganizational commitment (PIOC). The level of PIOS is indicated by six salient factors: trust, resources, structure, prior ties, reputation, and legitimacy.

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Kelly R. Evenson and Sara B. Satinsky

Background:

National plans are increasingly common but infrequently evaluated. The 2010 United States National Physical Activity Plan (NPAP) provided strategies to increase population levels of physical activity. This paper describes (i) the initial accomplishments of the NPAP sector teams, and (ii) results from a process evaluation to determine how the sectors operated, their cross-sector collaboration, challenges encountered, and positive experiences.

Methods:

During 2011, a quarterly reporting system was developed to capture sector-level activities. A year-end interview derived more detailed information. Interviews with 12 sector leads were recorded, transcribed verbatim, and analyzed for common themes.

Results:

The 6 sectors worked on goals from the implementation plan that focused broadly on education, promotion, intervention, policy, collaboration, and evaluation. Through year-end interviews, themes were generated around operations, goal setting, and cross-sector collaboration. Challenges to the NPAP work included lack of funding and time, the need for marketing and promotion, and organizational support. Positive experiences included collaboration, efficiency of work, enhanced community dynamic, and accomplishments toward NPAP goals.

Conclusions:

These initial results on the NPAP sector teams can be used as a baseline assessment for future monitoring. The lessons learned may be useful to other practitioners developing evaluations around state- or national-level plans.