JOB SATISFACTION & BURNOUT IN FAST-PITCH SOFTBALL COACHES Robin Hardin, Ph.D. University of Tennessee Rebecca Zakrajsek, Ph.D. University of Tennessee
Feb 23, 2016
JOB SATISFACTION & BURNOUT IN FAST-PITCH SOFTBALL COACHES
Robin Hardin, Ph.D. University of Tennessee
Rebecca Zakrajsek, Ph.D. University of Tennessee
Job SatisfactionA positive emotional response following an employee’s job expectations being met or exceeded (McChesney, 2005).
Nine Dimensions of Job Satisfaction (Spector, 1994)
Job Satisfaction Factor Description
Pay Pay & Remuneration
Promotion Advancement Opportunities
Supervision Immediate Supervisor
Fringe Benefits Monetary & Nonmonetary
Contingent Rewards Appreciation & Recognition for Job Performance
Operating Conditions Organization Policies & Procedures
Coworkers People Who Work with You in the Organization
Nature of Work The Actual Duties of the Job Itself
Communication Information Flow within the Organization
Burnout
Reaction to chronic stress that involves a negative interaction
between one’s environment and their personal characteristics (McChesney, 2005).
Emotional Exhaustion: Being emotionally overextended and
drained of emotional resources (Gomez & Michaelis, 1995).
Depersonalization: Development of cynicism and a dehumanizing
attitude towards athletes or patients (Gomez & Michaelis, 1995).
Personal Accomplishment: An individual’s perception of his/her
own ability to control his/her own situation (Gomez & Michaelis, 1995).
So What?• Negative effects of burnout on the coaches’ mental
and physical health
• Negative effects of burnout on coaches’ co-workers, family members and athletes/patients
• Attrition and job turnover
• Burnout and Job Satisfaction examined together
Research Questions• What is the level of job satisfaction in Fast-Pitch
Softball Coaches?
• What is the level of burnout in Fast-Pitch Softball Coaches?
• What is the relationship between job satisfaction and burnout?
METHODOLOGY
Subjects
• IRB Approval
• Members of National Fast-Pitch Coaches Association (~4300)
• Recruitment via email– Initial email (cover letter with instructions and link to online
survey)– Follow email 1 week after initial contact
• 326 Respondents (7.6% response rate)
Instrumentation• Maslach Burnout Inventory – Human Services Survey (22 job
related statements)– Emotional Exhaustion - EE (feelings of being exhausted or
overextended)• 9 questions
– Depersonalization - Dp (unfeeling towards work)• 5 questions
– Personal Accomplishment - PA (feelings of competence or successful achievement)• 8 questions
– High levels of burnout is reflected by high EE & Dp scores with a low PA score
Instrumentation• Job Satisfaction Survey (JSS) (Spector, 1994)• 9 factors of JS (4-items per factor)
• Summed score for each factor– 4-12 (dissatisfied with job)– 12-16 (ambivalence with job)– 16-24 (satisfied with job)
Job Satisfaction Factor Description
Pay Pay & Remuneration
Promotion Advancement Opportunities
Supervision Immediate Supervisor
Fringe Benefits Monetary & Nonmonetary
Contingent Rewards Appreciation & Recognition for Job Performance
Operating Conditions Organization Policies & Procedures
Coworkers People Who Work with You in the Organization
Nature of Work The Actual Duties of the Job Itself
Communication Information Flow within the Organization
RESULTS & DISCUSSION
Mean Scores for the Dimensions of Burnout
Burnout X SD Ranking
Emotional exhaustion 23.4 10.5 Average
Depersonalization 9.6 4.5 Average
Personal accomplishment 49.0 5.5 Low
Mean Scores for the Dimensions of Job Satisfaction
Job Satisfaction X SD Ranking
Supervision 19.6 4.3 Satisfied
Coworkers 19.9 3.4 Satisfied
Fringe benefits 15.1 4.9 Ambivalence
Communication 17.7 4.9 Satisfied
Operating conditions 14.9 4.2 Ambivalence
Contingent rewards 16.0 4.8 Ambivalence
Nature of work 21.5 2.6 Satisfied
Pay 13.2 5.6 Ambivalence
Promotion 13.2 4.5 Ambivalence
Overall 151.19 28.59 Satisfied
Frequency for the Dimensions of Job Satisfaction
Dimensions Dissatisfied Ambivalent SatisfiedPay 46% 24.2% 29.8%
Promotion 43.8% 34.6% 21.6%
Supervision 9.5% 14.9% 75.6%
Fringe Benefits 29.2% 33.3% 37.5%
Contingent Rewards 23.2% 29.5% 47.3%
Operating Conditions 28.6% 40.6% 30.8%
Coworkers 3.2% 15.2% 81.6%
Nature of work 1.0% 3.4% 95.6%
Communications 17.8% 20.3% 61.9%
Overall 6.7% 36.2% 63.8%
Burnout is prevalent in the area of personal accomplishment
Tangible benefits are reflected as ambivalent in Job Satisfaction
Working conditions are ambivalent as well.
Coaches are working for the love of the game and not necessarily the financial gain but there is some unrest in this area.
Low levels of personal accomplishment show the coaches are not getting a sense of fulfillment
Next Steps?Which dimensions of job satisfaction are related to burnout?
Are any demographic variables related to job satisfaction or burnout?
Are sport managers aware of burnout and the impact of it on athletes and co-workers?