Mentoring effects on job satisfaction and turnover intent of assistant soccer coaches

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dc.contributor.advisor Petersen, Jeffrey C. (Jeffrey Christian) en_US
dc.contributor.author Narcotta, Eileen M. en_US
dc.date.accessioned 2011-06-03T19:41:03Z
dc.date.available 2011-06-03T19:41:03Z
dc.date.created 2006 en_US
dc.date.issued 2006
dc.identifier LD2489.Z78 2006 .N37 en_US
dc.identifier.uri http://cardinalscholar.bsu.edu/handle/handle/188152
dc.description.abstract The purpose of this study was to determine if mentoring functions provided within a head coach — assistant coach dyad correlated to overall job satisfaction and occupational turnover intent of Division I Assistant Women Soccer Coaches. This study attempted to identify gender differences in perceived mentor functions and overall occupational turnover intent of Assistant Soccer Coaches. Data from this study helps define the head coach — assistant coach relationship and is applicable to the further development and retention of female collegiate coaches.A purposeful sample of Division I Assistant Women's Soccer Coaches was identified using the 2005 — 2006 National Directory of College Athletics, corresponding institutional athletic websites, and on-line email directories. Participants (N = 182) completed the questionnaire that contained four scales: Mentor Role Instrument, Abridged Job Descriptive Index, Job in General Scale, and an Occupational Turnover Intent Scale.Descriptive tests analyzed the perceived mentor functions that Division I Assistant Women's Soccer Coaches. Participants reported receiving slightly more psychosocial functions (M = 81.1, SD = +1- 32.318) than career-related functions (M = 76.6, SD = +1- 25.001). An independent T-test identified the psychosocial function of social as the only significant gender difference of perceived mentor functions.A Pearson Correlation identified a significant moderate correlation (r = .596; p < .05) between all of the mentor functions and job satisfaction with the exception of the mentor function of parent that demonstrated a low correlation value (r = .236; p <.05). Variance levels demonstrate that mentoring does play a moderately significant role in the job satisfaction of Assistant Women Soccer Coaches; however, other employment factors also contribute to their overall job satisfaction.A regression analysis (p < .05) determined the relationship between mentoring and occupational turnover intent. Psychosocial functions (p = .030) and gender (p = .002) were found to be significant predictors as to how frequently Assistant Women's Soccer Coaches think about getting out of coaching. However, only psychosocial functions (p = .038) presented a significant prediction relationship to actual occupational turnover intent in Assistant Women's Soccer Coaches.According the findings of this study, similar perceived mentor functions were reported by both male and female participants. Mentoring was found to play a significant role in the overall job satisfaction of Assistant Soccer Coaches. In addition, the variables of psychosocial functions and gender were identified as significant predictors of occupational turnover intent.
dc.description.sponsorship School of Physical Education, Sport, and Exercise Science
dc.format.extent xi, 147 leaves : ill. ; 28 cm. en_US
dc.source Virtual Press en_US
dc.subject.lcsh Mentoring. en_US
dc.subject.lcsh Soccer coaches -- Job satisfaction. en_US
dc.subject.lcsh Women coaches (Athletics) -- Job satisfaction. en_US
dc.title Mentoring effects on job satisfaction and turnover intent of assistant soccer coaches en_US
dc.description.degree Thesis (M.S.)
dc.identifier.cardcat-url http://liblink.bsu.edu/catkey/1348867 en_US


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  • Master's Theses [5510]
    Master's theses submitted to the Graduate School by Ball State University master's degree candidates in partial fulfillment of degree requirements.

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