INFLUENTIAL FACTORS OF JOB SATISFACTION AND TURNOVER IN NCAA DIVISION I
STRENGTH AND CONDITIONING COACHING POSITIONS AND IMPLICATIONS FOR THE
ATHLETIC ADMINISTRATION
It is important that coaches are given the right tools and
support to meet the demands of their job. Providing up-todate and sufficient facilities, equipment, and supplies will
improve the coach’s chance of success and may lengthen their
stay in the position; additionally, providing adequate coworker
support is a major determinant of job satisfaction and turnover.
Administrations should use employee and supervisor development
programs that emphasize the value of coworker support in order
to avoid the potentially expensive problems associated with high
levels of work stress (18).
University administrations should exercise the use of corporatesponsored activity to instill a sense of a cohesive and caring
culture in the work environment. Promoting physical activity
is at the very heart of strength and conditioning and a work
culture that holds these same values will affect the coach’s
commitment and job satisfaction positively. Administrators may
continue to utilize TA leadership and leader-follower exchange
relationships to motivate the strength and conditioning coach;
however, they should begin to use more TF leadership and
intrinsic motivation factors to affect employee performance by
increasing commitment to the organization’s mission and goals.
Those universities lacking these important hygiene factors cannot
expect to develop a positive work environment that induces higher
employee performance and productivity. Limitations or lack of
these highly influential factors will negatively affect the strength
and conditioning coach’s ability to perform their job, lowering
their job satisfaction and eventually leading to high levels of
turnover in the position.
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