Graduation date: 1987

The current work-family literature strongly emphasizes the conflict between the multiple roles that workers and parents assume. This conflict literature leaves readers with the impression that individuals are experiencing stress to a level that detracts from their quality of life (Frone, 2003; Parasuraman, Greenhaus, & Granrose, 1992). A more balanced perspective recognizes both the disadvantages and the potential advantages of engaging in multiple roles. Recent evidence indicates that occupying the roles of worker and spouse/parent may also produce positive outcomes such as greater satisfaction in marriage and on the job (Barnett, 1998; Barnett & Garies, 2006). Greenhaus and Powell (2006) offer one theory that explains the positive interaction between work and family roles by introducing the concept of enrichment, a theory that explains why one role might improve the quality of life in the other role. Using a sample of intercollegiate coaches (N = 286) from institutions located in the United States, this study assessed the influence of work-family conflict and work-family enrichment in relation to occupational and life outcomes for college coaches. Levels of conflict in work-to-family and family-to-work were measured, as well as levels of enrichment in work-to-family and family-to-work. Multiple regression was utilized to analyze six conceptual models with gender, age of participant, the presence of children at home, work-family conflict and work-family enrichment as independent variables. The results indicated work-to-family enrichment ([beta] = .318) and family-to-work enrichment ([beta] = .257) were both significant predictors of life satisfaction (p < .01). Work-to-family conflict ([beta] = -.118) and family-to-work conflict ([beta] = -.269) were significant predictors of life satisfaction (p < .01). Likewise, work-to-family conflict ([beta] = .385) and family-to-work conflict ([beta] = .140) were significant predictors of career commitment (p < .01). Age was a significant predictor of career commitment (p < .05). The findings highlight the need for future theoretical models to include both work-family conflict and work-family enrichment as both contribute uniquely to career and life outcomes. Practical implications include educating athletic administrators of the benefits coaches may accrue as a result of being engaged in both family and work roles. / text

A survey instrument, Coaches' Survey, was constructed for the purpose of collecting data for this study. Subjects were selected from the 1989-1990 National Directory of College Athletics. The survey instrument was mailed to 411 coaches; 273 usable instruments were returned. The coaches were asked to indicate their agreement or disagreement with 36 statements in both the Real situation and the Ideal situation. Major findings of the study led to the conclusions that (a) better communication between athletic directors and coaches resulted in better understanding and acceptance of limitations which may be beyond the athletic directors' control, (b) coaching stress was a real concern for the coaches surveyed, (c) the coaches believed that athletic directors should be strong leaders, (d) men have better access to community leaders than do women, (e) coaches generally believe that athletic directors perform adequately even though there are some weaknesses, and (f) the area of concern for most coaches is financial support for their programs. Even when seen as a fact, it was viewed as restricting the strength and growth of programs.