CONTEXT: An organizational climate is largely based on an employee's perceptions of the working conditions in which he or she engages regularly. A multifaceted concept, the organizational climate is often formed by perceptions of employee welfare, rewards, and support. Achieving work-life balance is also a part of the climate. OBJECTIVE: To learn collegiate athletic trainers' perceptions of organizational climate and specifically how it may pertain to their work-life balance. DESIGN: Phenomenologic study. SETTING: Collegiate practice setting. PATIENTS OR OTHER PARTICIPANTS: Thirty athletic trainers working in the collegiate athletics setting took part in 1-on-1 phone interviews. The participants were 30.5 (interquartile range [IQR] = 7.75) years old and had been certified for 7 (IQR = 5) years and at their current position for 4 (IQR = 3) years. DATA COLLECTION AND ANALYSIS: Participants completed a phone interview that followed a semistructured framework. All transcribed interviews were analyzed using a phenomenologic approach. Researcher triangulation, expert review, and data saturation were used to establish credibility. RESULTS: Athletic trainers working in the collegiate athletics setting who had positive perceptions of their work-life balance described their organizational climate as family friendly. Our participants' supervisors allowed for autonomy related to work scheduling, which provided opportunities for work-life balance. These athletic trainers believed that they worked in a climate that was collegial, which was helpful for work-life balance. In addition, the importance of placing family first was part of the climate. CONCLUSIONS: The perceptions of our participants revealed a climate of family friendliness, supervisor support, and collegiality among staff members, which facilitated the positive climate for work-life balance. The mindset embraced the importance of family and recognized that work did not always have to supersede personal priorities.
CONTEXT: An organizational climate is largely based on an employee's perceptions of the working conditions in which he or she engages regularly. A multifaceted concept, the organizational climate is often formed by perceptions of employee welfare, rewards, and support. Achieving work-life balance is also a part of the climate. OBJECTIVE: To learn collegiate athletic trainers' perceptions of organizational climate and specifically how it may pertain to their work-life balance. DESIGN: Phenomenologic study. SETTING: Collegiate practice setting. PATIENTS OR OTHER PARTICIPANTS: Thirty athletic trainers working in the collegiate athletics setting took part in 1-on-1 phone interviews. The participants were 30.5 (interquartile range [IQR] = 7.75) years old and had been certified for 7 (IQR = 5) years and at their current position for 4 (IQR = 3) years. DATA COLLECTION AND ANALYSIS: Participants completed a phone interview that followed a semistructured framework. All transcribed interviews were analyzed using a phenomenologic approach. Researcher triangulation, expert review, and data saturation were used to establish credibility. RESULTS: Athletic trainers working in the collegiate athletics setting who had positive perceptions of their work-life balance described their organizational climate as family friendly. Our participants' supervisors allowed for autonomy related to work scheduling, which provided opportunities for work-life balance. These athletic trainers believed that they worked in a climate that was collegial, which was helpful for work-life balance. In addition, the importance of placing family first was part of the climate. CONCLUSIONS: The perceptions of our participants revealed a climate of family friendliness, supervisor support, and collegiality among staff members, which facilitated the positive climate for work-life balance. The mindset embraced the importance of family and recognized that work did not always have to supersede personal priorities.
Authors: Christianne M Eason; Stephanie M Mazerolle; Craig R Denegar; William A Pitney; Jennifer McGarry Journal: J Athl Train Date: 2017-11-28 Impact factor: 2.860
Authors: Erin L Kelly; Phyllis Moen; J Michael Oakes; Wen Fan; Cassandra Okechukwu; Kelly D Davis; Leslie Hammer; Ellen Kossek; Rosalind Berkowitz King; Ginger Hanson; Frank Mierzwa; Lynne Casper Journal: Am Sociol Rev Date: 2014-06-01
Authors: Leena Ala-Mursula; Jussi Vahtera; Anne Linna; Jaana Pentti; Mika Kivimäki Journal: J Epidemiol Community Health Date: 2005-10 Impact factor: 3.710