title: Organizational Infrastructure in the Collegiate Athletic Training Setting, Part I: Quality-of-Life Comparisons and Commonalities Among the Models.
abstract: BACKGROUND
  Some anecdotal evidence has suggested that organizational infrastructure may affect the quality of life of athletic trainers (ATs).
  
  
  OBJECTIVE
  To compare ATs' perspectives on work-life balance, role strain, job satisfaction, and retention in collegiate practice settings within the various models.
  
  
  METHODS
  Cross-sectional and qualitative study.
  
  
  METHODS
  National Collegiate Athletic Association Divisions I, II, and III.
  
  
  METHODS
  Fifty-nine ATs from 3 models (athletics = 25, medical = 20, academic = 14) completed phase I. A total of 24 ATs (15 men, 9 women), 8 from each model, also completed phase II.
  
  
  METHODS
  Participants completed a Web-based survey for phase I and were interviewed via telephone for phase II. Quantitative data were analyzed using statistical software. Likert-scale answers (1 = strongly disagree, 5 = strongly agree) to the survey questions were analyzed using the Kruskal-Wallis, Mann-Whitney U, and Cohen f tests. Qualitative data were evaluated using a general inductive approach. Multiple-analyst triangulation and peer review were conducted to satisfy data credibility.
  
  
  RESULTS
  Commonalities were communication, social support, and time management and effective work-life balance strategies. Quantitative data revealed that ATs employed in the athletics model worked more hours (69.6 ± 11.8 hours) than those employed in the medical (57.6 ± 10.2 hours; P = .001) or academic (59.5 ± 9.5 hours; P = .02) model, were less satisfied with their pay (2.68 ± 1.1; χ2= 7.757, P = .02; f = 0.394), believed that they had less support from their administrators (3.12 ± 1.1; χ2= 9.512, P = .009; f = 0.443), and had fewer plans to remain in their current positions (3.20 ± 1.2; χ2= 7.134, P = .03; f = 0.374). Athletic trainers employed in the academic model believed that they had less support from coworkers (3.71 ± 0.90; χ2= 6.825, P = .03; f = 0.365) and immediate supervisors (3.43 ± 0.90; χ2= 6.006, P = .050; f = 0.340). No differences in role conflict were found among the models.
  
  
  CONCLUSIONS
  Organizational infrastructure may play a role in mediating various sources of conflict, but regardless of facilitators, ATs need to be effective communicators, have support networks in place, and possess time-management skills.
authors.affiliation: Department of Kinesiology, Athletic Training Program, University of Connecticut, Storrs.
authors.forename: Stephanie M
authors.initials: SM
authors.lastname: Mazerolle
authors.affiliation: Department of Athletic Training and Exercise Science, Lasell College, Newton, MA.
authors.forename: Christianne M
authors.initials: CM
authors.lastname: Eason
authors.affiliation: Department of Health & Exercise Science, Appalachian State University, Boone, NC.
authors.forename: Ashley
authors.initials: A
authors.lastname: Goodman
mesh_terms: D000328:Adult; D056352:Athletes / Q000523:psychology; D003430:Cross-Sectional Studies; D004651:Employment / Q000523:psychology / Q000706:statistics & numerical data; D005260:Female; D006801:Humans; D007588:Job Satisfaction; D008297:Male; D008875:Middle Aged; D036301:Qualitative Research; D011788:Quality of Life; D013177:Sports / Q000193:education / Q000523:psychology; D013178:Sports Medicine; D013334:Students; D011795:Surveys and Questionnaires; D017748:Time Management; D014481:United States; D014495:Universities / Q000706:statistics & numerical data; D014937:Work / Q000523:psychology; D016526:Workload
keywords: hierarchy; professional development; retention