Relationships between pay satisfaction, work‐family conflict, and coaching turnover intentions

Abstract

PurposeThe purpose of this study is to examine within college coaches the effects of pay satisfaction and work‐family conflict (WFC) on occupational turnover intentions. Specifically, it predicts that WFC would mediate the relationship between satisfaction with pay to occupational turnover intentions.Design/methodology/approachData were collected through a mailed questionnaire of college coaches. Regression analysis was used to test the mediated relationship.FindingsResults confirmed a significant relationship between all variables in the study (p<0.001 for all). Using regression, when pay satisfaction and WFC were used to predict occupational turnover intentions, the mediator, WFC (β=0.29, p<0.001), maintained its effect on turnover. However, satisfaction with pay was insignificant, suggesting the mediated relationship.Research limitations/implicationsWhile several areas within sport are impacted by dissatisfaction with pay and WFC, this sample was limited to college coaches.Practical implicationsManagers need to be aware of the impact of pay satisfaction and WFC have on turnover intentions, especially because of the importance turnover has on team performance. It is suggested that while pay satisfaction has a direct effect on occupational turnover intentions, WFC is one significant process through which pay satisfaction acts on an individual's intention to withdraw from the coaching occupation. It may also suggest that coaches not satisfied with pay are more aware of the conflict between work and family.Originality/valueAnecdotal evidence suggests that pay satisfaction with pay and WFC are significant reasons teams lose coaches or front office personnel; however, no work has been done relating these variables and turnover.

Satisfaction with job aspects: Do patterns change over time?

“…First, recent literature suggests that these four job aspects play a crucial role in the development of overall job satisfaction (e.g., Bipp, 2010;Boselie and Van der Wiele, 2002;Kold Jensen et al, 2009;Martin et al, 2005;Petrescu and Simmons, 2008;Ryan and Sagas, 2009;Schulte et al, 2006;Sloane and Williams, 2000). For example, Schulte et al (2006) report that individuals' perception of the work climate accounts for a large percentage of variance in individuals' satisfaction.…”

The Relationship between Work-Family Conflict and Job Satisfaction: A Structural Equation Modeling (SEM) Approach

“…The relationships between job satisfaction and both work-family conflict and family-work conflict are more important in today's societies becoming modernized. The consequences of the conflict could be seen as a reduction in the level of an individual's satisfaction from his/her job, family, or life (Burke & El-Kot, 2010;Ryan & Sagas, 2009;Anafarta & Irmak, 2009). …”

A Dying Trend or a Viable Option: Dual-Role Athletic Department Employees

“…Researchers have studied the effects of job-related factors in athletic personnel job satisfaction and burnout (Vealey et al, 1992). The findings suggest that pay and job satisfaction alone are not enough to keep an individual in a position (Ryan & Sagas, 2009). Both coaches and athletic directors have been the subject of job-related stress research and both roles have a number of stressors and demands with which the professionals struggle (Levy, Nicholls, Marchant, & Polman, 2009).…”