The Quantitative Examination of the Relationship Between Job Satisfaction and Organizational Fit in Athletic Trainers

Abstract

Context: Athletic trainers' (ATs) job satisfaction has been extensively researched, yet little is known about how satisfaction relates to organizational culture. Objective: To examine ATs' level of job satisfaction and organizational fit perceptions within their employment setting. Design: Cross-sectional study. Setting: Web-based questionnaire. Patients or Other Participants: 5,704 ATs (full-time employment, nonacademic appointment) were contacted via email; 841 participants began our survey (access rate = 14.7%), and 285 completed the survey (5.0% response rate; 33.9% completion rate; men = 107 (37.5%), women = 178 (62.5%); age = 34.8±9.9 years; employment setting = 34.7% NCAA D1 (n=99), 18.9% NCAA DII (n=54), 29.5% NCAA DIII (n=84), and 16.9% other. Main Outcome Measure(s): Participants responded to an online survey consisting of demographic questions, a 36-item Likert scale Job Satisfaction Survey (JSS), and the Cable and Judge revision of O'Reilly, Chatman, and Caldwell's 40-item ranking organizational cultures profile (OCP) survey. Multiple linear regression models for total or subscale job satisfaction were used to analyze the data. All models adjusted for the same demographic measures and the independent variables of interest were created from the organizational culture survey responses. Results: Coworkers (min=9, max=24, rho=0.79), communications (min=9, max=24, rho=0.78), and work itself (min=4, max=24, rho=0.71) were the most correlated with the total job satisfaction score (min=96, max=175). 54% of respondents selected adaptability, stability, and taking individual responsibility as one of their two most characteristic attributes in the organizational culture profile. 83% of respondents indicated being aggressive, high pay for good performance, and being distinctive/different from others as their two least characteristic traits. Conclusions: ATs' job satisfaction was impacted most by organizational factors, such as coworkers and communication, as well as individual attributes like adaptability, stability, and taking personal responsibility.

The Impact of Social Intelligence on Engagement and Person-Organization Fit: A Mediation Analysis through Political Skill

“…P-O fit has been consistently linked to numerous positive work outcomes. Perceived P-O fit is of considerable importance in organizational studies, as it has been associated with satisfaction, organizational trust (Kristof-Brown et al, 2005), organizational citizenship behaviour (Cable & DeRue, 2002), motivation (Resick et al, 2013), low turnover (Chatman, 1989;Kristof-Brown et al, 2005;Ramos et al, 2022), work fulfilment (Chen et al, 2016), strong organizational loyalty (Lau et al, 2017;Ostroff et al, 2005), job satisfaction (Chen et al, 2016;Schroeder et al, 2022), and similar factors. P-O fit is strongly linked to positive work outcomes, as individuals who are well aligned with the values, culture, and goals of the organization tend to experience higher job satisfaction, engagement, commitment, and performance, leading to increased productivity, retention, and overall organizational success.…”