Work–Family Conflict in Coaching I: A Top-Down Perspective

Abstract

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.

The Impact of Role Conflict on Job Satisfaction of Independent School Athletic Directors

“…In Dixon and Bruening (2005), the researchers noted that in general, the sport industry is characterized by working long hours (including nights and weekends) in which face time is strongly valued. For the mothers in Bruening and Dixon's (2007) study of Division I women's basketball coaches, role conflict was a constant struggle. The coaching profession, especially at the Division I level, necessitates long hours, working nights and weekends, and traveling away from home.…”

Fan-family conflict : an examination of inter-role conflict between sport fan and family roles.

“…Time devoted to one role cannot be simultaneously devoted to the demands of another. As noted above, several researchers have identified role time demands as a significant predictor of inter-role conflict (Boyar et aI., 2008;Burke et aI., 1980;Carlson & Perrewe, 1999;Dixon & Bruening, 2007;Dixon et aI., 2006;Greenhaus et aI., 1987;Keith & Schaffer, 1980;Mazerolle et aI. 2008;Parasuraman & Simmers, 2001;Reinardy, 2007).…”

“…Previous research suggests a direct relationship between the amount of time an individual devotes to a role and inter-role conflict (Burke et aI., 1980;Dixon & Bruening, 2007;Fick et aI., 2007;Mazerolle, Bruening, & Casa, 2008).…”

“…(2008) found the amount of time spent at work was a significant predictor of inter-role conflict. Similarly, Dixon and Bruening (2007) conducted focus groups with 41 female head coaches at the NCAA D-I level to better understand workfamily conflict among the female coaching population. At the organizational level, job time commitment was the most commonly cited factor contributing to perceptions of inter-role conflict.…”

“…The roles receiving the lion's share of attention among inter-role conflict researcher are typically associated with work and family (e.g. Boyar et al, 2000;Bruening & Dixon, 2007;Dixon & Bruening, 2005;Greenhaus & Beutell, 1985;Halbesleben et al, 2009;Mazerolle et al, 2008;Parasuraman & Simmers, 2001). …”