Collegiate Coaches’ Work Stressors and Turnover Intentions: The Stress-Buffering Effects of Perceived Organizational Support
Elodie Wendling, Michael Sagas

Although research has focused on the role of stress and work-family conflict in the coaching profession, the examination of stress protective mechanisms that would serve as buffers against the negative influences of coaches’ work-family conflict and their turnover intentions remains scant. Accordingly, we aimed to address this gap by examining the extent to which perceived organizational support served as a buffer against turnover intentions caused by job stress and work-family conflicto experienced by coaches. A total of 253 collegiate coaches that were either married or supporting a child in their home responded to a mailed survey. The questionnaire included measures of job stress, work-familyconflict, turnover intentions (both organizational and occupational), and perceived organizational support. Several hypotheses were tested using Partial Least Squares Structural Equation Modeling. Results supported the moderating effect of perceived organizational support on the relationship between work-family conflict and organizational turnover intentions but not occupational turnover intentions. Implications of the findings on coaching turnover literature are offered as are avenues for future research that further assesses the role that supports play in the well-being and retention of coaches.

Full Text: PDF     DOI: 10.15640/jpesm.v8n2a3