Abstract
The purpose of this study was to examine the extent to which organizational work experiences could be used to understand when coaches planned to leave the profession. NCAA Division I assistant coaches (N = 188) were surveyed concerning (a) the age at which they anticipated leaving the coaching profession and (b) the extent to which the 3 work experiences described by S. Inglis, K. E. Danylchuk, and D. Pastore (1996)—Recognition and Collegial Support, Work Balance and Conditions, and Inclusivity—were fulfilled. Chi-square analyses revealed that women intended to leave the profession at an earlier age than did men. A multivariate analysis of covariance indicated that persons who intended to remain in the coaching profession after they turned 55 worked in organizational environments that emphasized Inclusivity. These results are particularly important for female coaches, as women consider an inclusive work environment to be more important than do men (D. L. Pastore, S. Inglish, & K. E. Danylchuck, 1996).
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Cunningham, G.B., Sagas, M. Occupational Turnover Intent Among Assistant Coaches of Women's Teams: The Role of Organizational Work Experiences. Sex Roles 49, 185–190 (2003). https://doi.org/10.1023/A:1024469132536
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DOI: https://doi.org/10.1023/A:1024469132536