scholarly journals Exploring Summer Medical Care Within the National Collegiate Athletic Association Division I Setting: A Perspective From the Athletic Trainer

2016 ◽  
Vol 51 (2) ◽  
pp. 175-183 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Christianne M. Eason ◽  
Ashley Goodman
Keyword(s):  
Medical Care ◽  
Athletic Training ◽  
National Collegiate Athletic Association ◽  
Athletic Trainers ◽  
Negative Influence ◽  
Division I ◽  
Athletic Trainer ◽  
Full Time ◽  
Frequency Distributions ◽  
Training Services

 Over the last few decades, the National Collegiate Athletics Association (NCAA) has made changes related to the increase in sanctioned team activities during summer athletics. These changes may affect how athletic training services are provided.Context:  To investigate the methods by which athletic training departments of NCAA institutions manage expectations regarding athletic training services during the summer.Objective:  Mixed-methods qualitative and quantitative study.Design:  The NCAA Division I.Setting:  Twenty-two athletic trainers (13 men, 9 women) participated. All were employed full time within the NCAA Division I setting. Participants were 35 ± 8 years of age (range, 26−52 years), with 12 ± 7 years (range, 3−29 years) of athletic training experience.Patients or Other Participants:  All participants completed a series of questions online that consisted of closed- (demographic and Likert-scale 5-point) and open-ended items that addressed the research questions. Descriptive statistics, frequency distributions, and phenomenologic analyses were completed with the data. Peer review and multiple-analyst triangulation established credibility.Data Collection and Analysis:  Summer athletic training services included 3 primary mechanisms: individual medical care, shared medical care, or a combination of the 2. Participants reported working 40 ± 10 hours during the summer. Likert-item analysis showed that participants were moderately satisfied with their summer medical care structure (3.3 ± 1.0) and with the flexibility of summer schedules (3.0 ± 1.2). Yet the qualitative analysis revealed that perceptions of summer medical care were more positive for shared-care participants than for individual- or combination-care participants. The perceived effect on the athletic trainer included increased workload and expectations and a negative influence on work-life balance, particularly in terms of decreased schedule flexibility and opportunities for rejuvenation. For many, the summer season mimicked the hours, workload, and expectations of the nontraditional season.Results:  The NCAA rule changes and medical care expectations affected the summer workload of athletic trainers, but job sharing seemed to help them manage conflict associated with providing summer athletic training services.Conclusions:

scholarly journals Positive Factors Influencing the Advancement of Women to the Role of Head Athletic Trainer in the National Collegiate Athletic Association Divisions II and III

2016 ◽  
Vol 51 (7) ◽  
pp. 550-556 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Christianne M. Eason
Keyword(s):  
Athletic Training ◽  
National Collegiate Athletic Association ◽  
Athletic Trainers ◽  
Organizational Factors ◽  
Division I ◽  
Athletic Trainer ◽  
Work Experiences ◽  
Training Experience ◽  
Individual Level

Context: Research suggests that women do not pursue leadership positions in athletic training due to a variety of reasons, including family challenges, organizational constraints, and reluctance to hold the position. The literature has been focused on the National Collegiate Athletic Association Division I setting, limiting our full understanding. Objective: To examine factors that help women as they worked toward the position of head athletic trainer. Design: Qualitative study. Setting: Divisions II and III. Patients or Other Participants: Seventy-seven women who were employed as head athletic trainers at the Division II or III level participated in our study. Participants were 38 ± 9 (range = 24−57) years old and had an average of 14 ± 8 (range = 1−33) years of athletic training experience. Data Collection and Analysis: We conducted online interviews. Participants journaled their reflections to a series of open-ended questions pertaining to their experiences as head athletic trainers. Data were analyzed using a general inductive approach. Credibility was secured by peer review and researcher triangulation. Results: Three organizational facilitators emerged from the data, workplace atmosphere, mentors, and past work experiences. These organizational factors were directly tied to aspects within the athletic trainer's employment setting that allowed her to enter the role. One individual-level facilitator was found: personal attributes that were described as helpful for women in transitioning to the role of the head athletic trainer. Participants discussed being leaders and persisting toward their career goals. Conclusions: Women working in Divisions II and III experience similar facilitators to assuming the role of head athletic trainer as those working in the Division I setting. Divisions II and III were viewed as more favorable for women seeking the role of head athletic trainer, but like those in the role in the Division I setting, women must have leadership skills.

scholarly journals Gaining Access to Providing Medical Care to Male Sport Teams: The Female Athletic Trainer Perspective

2017 ◽  
Vol 52 (10) ◽  
pp. 946-954
Author(s):  
Alicia Pike ◽  
Stephanie M. Mazerolle ◽  
Jessica L. Barrett
Keyword(s):  
Medical Care ◽  
Athletic Training ◽  
Ncaa Division I ◽  
National Collegiate Athletic Association ◽  
Division I ◽  
Professional Relationships ◽  
Sport Team ◽  
Sport Teams ◽  
Job Access ◽  
The University

Context:  Female athletic trainers (ATs) can face barriers to employment within the profession. Although there is evidence for an increasing percentage of women in athletic training, the portion providing medical care to male sport teams within the professional sport and collegiate settings continues to be small. Objective:  To investigate the experiences of female ATs when seeking employment with male sport teams within the Division I setting. Design:  Qualitative study. Setting:  National Collegiate Athletic Association (NCAA) Division I. Patients or Other Participants:  A total of 15 NCAA Division I female ATs providing medical care to a male sport team participated in our study. Their mean age was 33 ± 9 years, and they had a mean of 11 ± 9 years of overall clinical experience. Data Collection and Analysis:  All participants completed one-on-one phone interviews, which were recorded and transcribed. Analysis of the data followed thematic analysis using a phenomenologic approach. Credibility was established through credibility checks, peer review, and researcher triangulation. Results:  Factors that played a role in women gaining employment with male sport teams were (1) preexisting professional relationships, (2) prior experience with a male sport, and (3) perseverance. Participants in our study were most attracted to their current positions because of (1) the environment of the collegiate setting and (2) the location of the university. Conclusions:  Job access for female ATs in this study was not viewed as a challenge. Familiarity through previous connections with the university and staff and commitment to career goals helped these women obtain the positions they held. The desire to work in male sports was not a primary contributing factor to the decision-making process. Progress continues for women in athletic training, as evidenced by the reported ease of job access with male sport teams.

scholarly journals Perceptions of National Collegiate Athletic Association Division I Female Athletic Trainers on Motherhood and Work-Life Balance: Individual- and Sociocultural-Level Factors

2015 ◽  
Vol 50 (8) ◽  
pp. 854-861 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Christianne M. Eason
Keyword(s):  
National Collegiate Athletic Association ◽  
Athletic Trainers ◽  
Work Life ◽  
Division I ◽  
Work Life Balance ◽  
Sociocultural Factors ◽  
Sports Management ◽  
Full Time ◽  
Life Balance ◽  
Data Collection And Analysis

Context  A multilevel model of work-life balance (WLB) has been established in the sports management literature to explain interactions among organizational/structural, individual, and sociocultural factors and their effects on individual responses and attitudes toward WLB. These factors influence experiences and outcomes related to WLB. Objective  To examine individual and sociocultural factors that may influence perceptions of female athletic trainers (ATs) employed in the National Collegiate Athletic Association Division I setting, particularly any sex-specific influences. Design  Qualitative study. Setting  National Collegiate Athletic Association Division I. Patients or Other Participants  A total of 27 women (14 single with no children, 6 married with no children, 7 married with children) currently employed as full-time ATs in the Division I setting participated. Data Collection and Analysis  Participants responded to a series of open-ended questions via reflective journaling. Data were examined using a general inductive approach. Trustworthiness was established by multiple-analyst triangulation, member interpretive review, and peer review. Results  Participants recognized that their sex played a role in assessing WLB and a long-term career as an AT. In addition, they identified various individual- and sociocultural-level factors that affected their perceptions of WLB and attitudes toward a career goal. Conclusions  Our data suggested that female ATs may hold traditional sex ideologies of parenting and family roles, which may influence their potential for career longevity.

scholarly journals Athletic Trainer Services in the Secondary School Setting: The Athletic Training Locations and Services Project

2019 ◽  
Vol 54 (11) ◽  
pp. 1129-1139 ◽  
Author(s):  
Robert A. Huggins ◽  
Kelly A. Coleman ◽  
Sarah M. Attanasio ◽  
G. Larry Cooper ◽  
Brad D. Endres ◽  
...  
Keyword(s):  
School District ◽  
Secondary School ◽  
Secondary Schools ◽  
Athletic Training ◽  
Athletic Trainers ◽  
Athletic Trainer ◽  
Full Time ◽  
Independent Contractor ◽  
Public And Private ◽  
National Athletic Trainers Association

Context Previous research from a sample of US secondary schools (n = 10 553) indicated that 67% of schools had access to an athletic trainer (AT; 35% full time [FT], 30% part time [PT], and 2% per diem). However, the population-based statistic in all secondary schools with athletic programs (n = approximately 20 000) is yet to be determined. Objective To determine the level of AT services and employment status in US secondary schools with athletics by National Athletic Trainers' Association district. Design Cross-sectional study. Setting Public and private secondary schools with athletics. Patients or Other Participants Data from all 20 272 US public and private secondary schools were obtained. Main Outcome Measure(s) Data were collected from September 2015 to April 2018 by phone or e-mail communication with school administrators or ATs and by online surveys of secondary school ATs. Employment categories were school district, school district with teaching, medical or university facility, and independent contractor. Data are presented as total number and percentage of ATs. Descriptive statistics were calculated for FT, PT, and no AT services data for public, private, public + private, and employment type by state and by National Athletic Trainers' Association district. Results Of the 20 272 secondary schools, 66% (n = 13 473) had access to AT services, while 34% (n = 6799) had no access. Of those schools with AT services, 53% (n = 7119) received FT services, while 47% (n = 6354) received PT services. Public schools (n = 16 076) received 37%, 32%, and 31%, whereas private schools (n = 4196) received 27%, 28%, and 45%, for FT, PT, and no AT services, respectively. Most of the Athletic Training Locations and Services Survey participants (n = 6754, 57%) were employed by a medical or university facility, followed by a school district, school district with teaching, and independent contractor. Combined, 38% of AT employment was via the school district. Conclusions The percentages of US schools with AT access and FT and PT services were similar to those noted in previous research. One-third of secondary schools had no access to AT services. The majority of AT employment was via medical or university facilities. These data depict the largest and most updated representation of AT services in secondary schools.

scholarly journals Differences in Access to Athletic Trainers in Public Secondary Schools Based on Socioeconomic Status

2021 ◽  
Author(s):  
Eliza Barter ◽  
Eric Post ◽  
Kenneth Games ◽  
Lindsey Eberman ◽  
Matthew Rivera
Keyword(s):  
United States ◽  
Health Care ◽  
Secondary Schools ◽  
Athletic Training ◽  
Athletic Trainers ◽  
Full Time ◽  
Free And Reduced Lunch ◽  
Part Time ◽  
Training Services ◽  
School Ses

Abstract Context: Significant health care disparities exist in the United States based on socioeconomic status (SES) but the role SES has on secondary school athletes' access to athletic training services has not been examined on a national scale. Objective: To identify differences in access to athletic training services in public secondary schools based on school-SES. Design: Cross-Sectional Study Setting: Database secondary analysis. Patients or Other Participants: Data for 3,482 public high schools. Main Outcome Measures: Data were gathered from the Athletic Training Location and Services (ATLAS) database, United States Census Bureau, and National Center for Education Statistics (NCES). We included schools from 5 states with the highest, middle, and lowest poverty percentages (15 states total) and collected county median household income (MHI), percentage of students eligible for free and reduced lunch, race/ethnicity demographics, and access to athletic training services (full-time AT, part-time AT only, no AT) for each school. Data were summarized in standard deviations, means, medians, interquartile ranges (IQR), frequencies and proportions, one-way ANOVAs, and Kruskal-Wallis tests. Results: There were significant differences in school-SES between schools with full-time, part-time only, and no athletic training services. Schools with greater access to athletic training services had fewer students eligible for free and reduced lunch (full-time: 41.1%±22.3, part-time only: 45.8%±24.3, no AT: 52.9%±24.9, p<0.001). Similarly, county MHI was higher in schools with increased access to athletic training services (full-time: Median [IQR], $56,026 [$49,085–$64,557], part-time only: Median [IQR], $52,719 [$45,355–$62105], and no AT: Median [IQR], $49,584 [$41,094–$57,688], p<0.001). Conclusions: SES disparities were present in access to athletic training services in a national sample of public secondary schools. Access to athletic trainers positively influences student-athlete's health care across several measures. Pilot programs or government funds have been used previously to fund athletic training services and should be considered to ensure equitable access regardless of school-SES.

scholarly journals Career and Family Aspirations of Female Athletic Trainers Employed in the National Collegiate Athletic Association Division I Setting

2015 ◽  
Vol 50 (2) ◽  
pp. 170-177 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Christianne M. Eason ◽  
Elizabeth M. Ferraro ◽  
Ashley Goodman
Keyword(s):  
Family Planning ◽  
Athletic Training ◽  
National Collegiate Athletic Association ◽  
Athletic Trainers ◽  
Division I ◽  
Life Balance ◽  
Factors Influencing ◽  
Data Collection And Analysis ◽  
Collegiate Level

Context: Female athletic trainers (ATs) tend to depart the profession of athletic training after the age of 30. Factors influencing departure are theoretical. Professional demands, particularly at the collegiate level, have also been at the forefront of anecdotal discussion on departure factors. Objective: To understand the career and family intentions of female ATs employed in the collegiate setting. Design: Qualitative study. Setting: National Collegiate Athletic Association Division I. Patients or Other Participants: Twenty-seven female ATs (single = 14, married with no children = 6, married with children = 7) employed in the National Collegiate Athletic Association Division I setting. Data Collection and Analysis: All female ATs responded to a series of open-ended questions via reflective journaling. Data were analyzed via a general inductive approach. Trustworthiness was established by peer review, member interpretive review, and multiple-analyst triangulation. Results: Our participants indicated a strong desire to focus on family or to start a family as part of their personal aspirations. Professionally, many female ATs were unsure of their longevity within the Division I collegiate setting or even the profession itself, with 2 main themes emerging as factors influencing decisions to depart: family planning persistence and family planning departure. Six female ATs planned to depart the profession entirely because of conflicts with motherhood and the role of the AT. Only 3 female ATs indicated a professional goal of persisting at the Division I setting regardless of their family or marital status, citing their ability to maintain work-life balance because of support networks. The remaining 17 female ATs planned to make a setting change to balance the roles of motherhood and AT because the Division I setting was not conducive to parenting. Conclusions: Our results substantiate those of previous researchers, which indicate the Division I setting can be problematic for female ATs and stimulate departure from the setting and even the profession.

scholarly journals Retention and Attrition Factors for Female Certified Athletic Trainers in the National Collegiate Athletic Association Division I Football Bowl Subdivision Setting

2010 ◽  
Vol 45 (3) ◽  
pp. 287-298 ◽  
Author(s):  
Ashley Goodman ◽  
James M. Mensch ◽  
Michelle Jay ◽  
Karen E. French ◽  
Murray F. Mitchell ◽  
...  
Keyword(s):  
National Collegiate Athletic Association ◽  
Athletic Trainers ◽  
Division I ◽  
Role Overload ◽  
Full Time ◽  
Football Bowl Subdivision ◽  
Certified Athletic Trainers ◽  
Southeastern Conference ◽  
Division I Football ◽  
Main Factor

Abstract Context: Organizational effectiveness and the continuity of patient care can be affected by certain levels of attrition. However, little is known about the retention and attrition of female certified athletic trainers (ATs) in certain settings. Objective: To gain insight and understanding into the factors and circumstances affecting female ATs' decisions to persist in or leave the National Collegiate Athletic Association Division I Football Bowl Subdivision (NCAA D-I FBS) setting. Design: Qualitative study. Setting: The 12 NCAA D-I FBS institutions within the Southeastern Conference. Patients or Other Participants: A total of 23 women who were current full-time ATs (n  =  12) or former full-time ATs (n  =  11) at Southeastern Conference institutions participated. Data Collection and Analysis: Data were collected via in-depth, semistructured interviews, transcribed verbatim, and analyzed via a grounded theory approach. Peer review and member checking methods were performed to establish trustworthiness. Results: The decision to persist involved 4 main factors: (1) increased autonomy, (2) increased social support, (3) enjoyment of job/fitting the NCAA D-I mold, and (4) kinship responsibility. Two subfactors of persistence, the NCAA D-I atmosphere and positive athlete dynamics, emerged under the main factor of enjoyment of job/fitting the NCAA D-I mold. The decision to leave included 3 main factors: (1) life balance issues, (2) role conflict and role overload, and (3) kinship responsibility. Two subfactors of leaving, supervisory/coach conflict and decreased autonomy, emerged under the main factor of role conflict and role overload. Conclusions: A female AT's decision to persist in or leave the NCAA D-I FBS setting can involve several factors. In order to retain capable ATs long term in the NCAA D-I setting, an individual's attributes and obligations, the setting's cultural issues, and an organization's social support paradigm should be considered.

scholarly journals National Collegiate Athletic Association Division and Primary Job Title of Athletic Trainers and Their Job Satisfaction or Intention to Leave Athletic Training

2011 ◽  
Vol 46 (3) ◽  
pp. 312-318 ◽  
Author(s):  
Aaron B. Terranova ◽  
Jolene M. Henning
Keyword(s):  
Job Satisfaction ◽  
Athletic Training ◽  
National Collegiate Athletic Association ◽  
Athletic Trainers ◽  
Intention To Leave ◽  
Operating Conditions ◽  
Athletic Trainer ◽  
Fringe Benefits ◽  
Job Title ◽  
National Athletic Trainers Association

Context: Membership in the National Athletic Trainers' Association (NATA) has declined in recent years, generating much debate about professional commitment. Objective: To compare the contributing factors of job satisfaction and intention to leave athletic training of certified athletic trainers (ATs) employed in National Collegiate Athletic Association (NCAA) institutions. Design: Cross-sectional study. Setting: A link to a Web-based questionnaire containing the Spector Job Satisfaction Survey (JSS) and an original Intention to Leave Survey (ITLS) was distributed by e-mail to 1003 certified members of the National Athletic Trainers' Association. Patients or Other Participants: A total of 191 certified members of the NATA employed in a college or university setting in a primarily clinical capacity; representing all NCAA divisions; and having the job title of head athletic trainer, associate/assistant athletic trainer, or graduate assistant/intern athletic trainer. Main Outcome Measure(s): We used separate 3 × 3 factorial analyses of variance to compare the mean scores of each JSS subscale and of the ITLS with NCAA division and job title. A stepwise multiple regression was used to determine the strength of the relationships between the JSS subscales and the ITLS. Results: We found differences for job title in the subscales of Fringe Benefits (F2,182 = 7.82, P = .001) and Operating Conditions (F2,182 = 12.01, P < .001). The JSS subscale Nature of Work was the greatest indicator of intention to leave (β = −0.45). Conclusions: We found a strong negative correlation between various facets of job satisfaction and intention to leave athletic training. The NCAA division seemed to have no effect on an individual's job satisfaction or intention to leave the profession. In addition, only Fringe Benefits and Operating Conditions seemed to be affected by job title. The ATs had similar levels of job satisfaction regardless of NCAA division, and their job titles were not a major factor in job satisfaction.

scholarly journals Achieving Work-Life Balance in the National Collegiate Athletic Association Division I Setting, Part I: The Role of the Head Athletic Trainer

2015 ◽  
Vol 50 (1) ◽  
pp. 82-88 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Ashley Goodman ◽  
William A. Pitney
Keyword(s):  
Athletic Training ◽  
National Collegiate Athletic Association ◽  
Work Life ◽  
Division I ◽  
Work Life Balance ◽  
Athletic Trainer ◽  
Life Balance ◽  
Web Based ◽  
Staff Members

Context: Supervisor support has been identified as key to the fulfillment of work-life balance for the athletic trainer (AT), yet limited literature exists on the perspectives of supervisors. Objective: To investigate how the head AT facilitates work-life balance among staff members within the National Collegiate Athletic Association Division I setting. Design: Qualitative study. Setting: Web-based management system. Patients or Other Participants: A total of 18 head ATs (13 men, 5 women; age = 44 ± 8 years, athletic training experience = 22 ± 7 years) volunteered for an asynchronous, Web-based interview. Data Collection and Analysis: Participants responded to a series of questions by journaling their thoughts and experiences. We included multiple-analyst triangulation, stakeholder checks, and peer review to establish data credibility. We analyzed the data via a general inductive approach. Results: Four prevailing themes emerged from the data: modeling work-life balance, encouraging disengagement from the AT role, cooperation and community workplace, and administrative support and understanding. Conclusions: Head ATs at the Division I level recognized the need to promote work-life balance among their staffs. They not only were supportive of policies that promote work-life balance, including spending time away from the role of the AT and teamwork among staff members, but also modeled and practiced the strategies that they promoted.

Deficiency of Athletic Trainers in California Secondary Schools

2019 ◽  
Vol 24 (4) ◽  
pp. 169-173
Author(s):  
Riana R. Pryor ◽  
Summer Runestad ◽  
Bethany A. Chong Gum ◽  
Nathan J. Fuller ◽  
Moon Kang ◽  
...  
Keyword(s):  
Physical Activity ◽  
Secondary Schools ◽  
Medical Care ◽  
Athletic Training ◽  
Athletic Trainers ◽  
Emergency Medical Technician ◽  
Athletic Director ◽  
Emergency Medical ◽  
Training Services ◽  
Medical Technician

Athletic trainers (ATs) prevent and treat sport-related and catastrophic injuries due to physical activity. However, not all secondary schools hire ATs to provide medical care. The purpose of this study was to determine athletic training services available in California secondary schools. Approximately half (51%, 143/278) of California secondary schools reported hiring an AT, however, only 35% (87/251) of schools hired a certified AT. Schools without an AT most commonly hired a paramedic, emergency medical technician, coach, or athletic director to provide medical care. Nearly two-thirds of California secondary schools lack an AT, dramatically fewer schools than the nationwide average of 70% of public and 58% of private secondary schools with a certified AT.

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