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

model, workaholism and its potential to add value to existing sport management literature is explained. Then, the concepts of burnout and work–family conflict (WFC), particularly within a sport context, are reviewed and their relationship to workaholism is stipulated. Theoretical Framework Workaholism

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Jennifer E. Bruening and Marlene A. Dixon

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.

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Marlene A. Dixon and Jennifer E. Bruening

As numerous qualified women exit the workforce because of the challenges of balancing work and family, investigations of the work–family interface have become increasingly important. Research has indicated how multilevel factors (i.e., individual, organizational, and sociocultural) play a role in work–family conflict. Little research has examined these factors in relation to each other, however. In sport management, Dixon and Bruening (2005) argued that higher level factors (sociocultural and organizational) shape and constrain lower level behaviors (organizational and individual), which ultimately influence the perception and consequences of work–family conflict. The primary purpose of this investigation is to test and further develop Dixon and Bruening’s multilevel framework. The current study used online focus groups for data collection from 41 National Collegiate Athletic Association Division I female head coaches with children to examine the factors that impacted work–family conflict from a top-down perspective. The results illuminated the experiences of the coaching mothers and the factors that affected their job and life satisfaction at each of the three levels. Particular attention was paid to how higher level factors such as work climate and culture shaped and constrained lower level attitudes and behaviors such as individual conflict and time management. These relationships highlighted how individual attitudes and behaviors reflect larger structural and social forces at work, and not simply individual choices.

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Stephanie M. Mazerolle and Jennifer E. Bruening

Column-editor : James M. Mensch

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Stephanie M. Mazerolle and Jennifer E. Bruening

Column-editor : James M. Mensch

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Jeffrey A. Graham and Marlene A. Dixon

). Scholars have called for a more balanced research agenda in regard to the sport industry in which the phenomena of work–family conflict (WFC) and work–family enrichment (WFE) are examined among men who are fathers ( Dixon & Bruening, 2007 ; Graham & Dixon, 2014 ; Schenewark & Dixon, 2012 ). This study

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

Work–family conflict (WFC) is an area of interest that has been studied extensively in the athletic trainer population, with a focus on causes and consequences. 1 – 5 Conflict can be described as an incompatibility between two or more opinions, interests, or roles. The demands associated with the

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Erik Lundkvist, Henrik Gustafsson, Paul Davis and Peter Hassmén

The aims of this study were to (a) examine the associations between workaholism and work-related exhaustion and (b) examine associations between work–home/ home–work interference and work-related exhaustion in 261 Swedish coaches. Quantile regression showed that workaholism is only associated with exhaustion for coaches who score high on exhaustion, that negative work–home interference has a stronger association with exhaustion than negative home–work interference, and that the coaches on a mean level scored low on all measured constructs. In addition, coaches in the higher percentiles have a higher risk for burnout. Our results highlight the importance of studying coach exhaustion with respect to aspects that extend beyond the sports life.

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. 85 3. What was the most highly scored work-family conflict scale item? a. “I often have to miss important personal and family events because of my job.” b. “The demands of my job interfere with my family life.” c. “The demands of my job interfere with my personal life.” d. “Things I want do at home

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Stephanie M. Mazerolle and Chantel Hunter

have used online journaling as a practical means to access participants while respecting their time commitments. Finally, we asked our participants to respond to the work-family conflict scale, a previously validated instrument within athletic training. 18 The scale was anchored by a 7-point Likert