scholarly journals Exploring Work-Life Balance of Junior Athletic Training Faculty Members During Role Inductance

2018 ◽  
Vol 13 (1) ◽  
pp. 21-32
Author(s):  
Stephanie M. Mazerolle ◽  
Thomas G. Bowman ◽  
Brianne F. Kilbourne
Keyword(s):  
Higher Education ◽  
Athletic Training ◽  
Junior Faculty ◽  
Work Life ◽  
Faculty Members ◽  
Work Life Balance ◽  
Tenure Track ◽  
Life Balance ◽  
Athletic Training Faculty ◽  
Individual Strategies

Context: Work-life balance has become a growing concern in athletic training, but little is known about the experiences of faculty and finding it. Challenges in finding work-life balance have been reported among faculty in higher education, and those who are new to a role are often susceptible to increased stress and overload. Objective: Examine junior athletic training faculty members' experiences with work-life balance during their role inductance. Design: Qualitative inquiry. Setting: Higher education institutions. Patients or Other Participants: Sixteen junior faculty (7 male, 9 female) representing 7 National Athletic Trainers' Association districts participated. The average age of the junior faculty members was 32 ± 3.5 years. Twelve were in tenure track and 4 had non–tenure track positions. Main Outcome Measure(s): All participants completed phone interviews with one researcher following a semistructured interview protocol. Recorded interviews were transcribed and analyzed following a phenomenological approach. We intentionally selected 3 primary measures of trustworthiness to establish the rigor of the study: (1) peer review, (2) multiple-analyst triangulation, and (3) researcher triangulation. Results: Three factors were identified as inhibitors of work-life balance for junior faculty: (1) role inductance, (2) research and teaching, and (3) upcoming deadlines. Two organizational strategies (flexibility and mentorship) and 2 individual strategies (time management and personal outlets) emerged as facilitators for work-life balance. Conclusions: Junior faculty in athletic training can experience conflict in balancing their roles as faculty members as well as their outside and own personal interests. The data support previous literature, and illustrates that organizational factors precipitate imbalance and a combination of organizational and individual strategies promote balance.

scholarly journals An Examination to Measure the Satisfaction Level of Faculty towards Work Life Balance Practices of Private and Public Universities of Delhi/NCR Region

2019 ◽  
Vol 8 (3S3) ◽  
pp. 57-64
Keyword(s):  
Higher Education ◽  
Public Universities ◽  
Private Universities ◽  
Secondary Data ◽  
Work Life ◽  
Faculty Members ◽  
Work Life Balance ◽  
Female Faculty ◽  
Satisfaction Level ◽  
Life Balance

Study aims to measure the satisfaction level of the Female Faculty towards the work life balance practices prevailing in their universities. Researcher has used both the primary and secondary data. Secondary data related to the work life balance studies, higher education system of India, universities and its types, and knowledge about the research methodology, has been used in the study. Primary data is collected in the form of perception of female faculty members towards the work life balance in public and private universities of Delhi/NCR. Total sample size was 602 female faculty members. It was found that in public universities, majority of the female faculty were found to be satisfied towards all the work life balance practices except; Facility of yoga and other clubs to cope up stress and career break for the specific purpose such as for higher education. In private universities, majority of the female faculty were found to be dissatisfied towards all the work life balance practices. Hence, female faculty working in public universities were found to be more satisfied than female faculty working in private universities.

scholarly journals Mentoring Processes in Higher Education: Perspectives of Junior Athletic Training Faculty Members

2018 ◽  
Author(s):  
Sara Nottingham ◽  
Stephanie Mazerolle
Keyword(s):  
Higher Education ◽  
Faculty Member ◽  
Athletic Training ◽  
Junior Faculty ◽  
Faculty Members ◽  
Mentoring Relationships ◽  
Full Time ◽  
Athletic Training Faculty ◽  
Time Faculty ◽  
Training Faculty

Purpose: Mentorship is a valuable mechanism of socializing faculty members to higher education, but understanding of how mentoring relationships develop is limited. The purpose of this study was to seek a more complete understanding of how mentoring relationships develop for junior faculty members, and how these effective mentoring relationships can be fostered. Method: A qualitative, phenomenological design was used to examine junior athletic training faculty members’ experiences with mentoring. Twenty athletic training faculty members: 14 women, 6 men, 32±3 years of age and averaged 2.4±2.1 years as a full-time faculty member in an accredited athletic training program participated in this study. Participants completed one telephone interview, which was audio-recorded and transcribed verbatim. Data were analyzed with an inductive phenomenological approach. Data saturation was obtained Trustworthiness strategies included peer review and the use of multi-analyst triangulation. Results: Junior faculty participated in informal and formal mentoring relationships that evolved over time, which aided their transition from doctoral student to full-time faculty member. Additionally, mentoring relationships were strengthened when participants took initiative, engaged in the relationship, and set clear goals. Mentors who exhibit good communication skills, willingness to participate, and genuine interest in the mentee are particularly valuable. Conclusions: Both formal and informal mentoring experiences appear to be valuable for junior faculty members, particularly informal relationships. If institutional mentoring programs are lacking then junior faculty should seek out additional mentoring opportunities. These findings also confirm existing literature on effective mentoring characteristics.

scholarly journals Road to Success: A Guide for Doctoral Students and Junior Faculty

2021 ◽  
Author(s):  
Viswanath Venkatesh
Keyword(s):  
Doctoral Students ◽  
Research Universities ◽  
Academic Career ◽  
Junior Faculty ◽  
Work Life ◽  
Faculty Members ◽  
Work Life Balance ◽  
Senior Faculty ◽  
Life Balance ◽  
Phd Programs

This book provides guidance and tools to help PhD students and junior faculty members successfully navigate and mature through the various stages of an academic career. Senior faculty members can use this book as a source of ideas to advise their PhD students and junior colleagues. This book presents knowledge that is seldom imparted in PhD programs, and organizes the same as advice and tools related to achieving success at research, teaching and service, all while maintaining work-life balance. The advice and tools provided are based on years of experience of the author and guest contributors, who have successfully navigated many of the same challenges and mentored many PhD students and junior faculty members. This book is suitable both for those who seek careers in research universities or universities that promote greater balance across research, teaching and service.

THE INFLUENCE OF WORK LIFE BALANCE TOWARDS JOB PERFORMANCE IN PRIVATE HIGHER EDUCATION INSTITUTION (PHEI)

2017 ◽  
Vol 3 (1) ◽  
pp. 18
Author(s):  
Noorlaila Hj. Yunus ◽  
Siti Musalmah Ahmad Fuad
Keyword(s):  
Higher Education ◽  
Social Support ◽  
Job Performance ◽  
Human Resource ◽  
Education Institution ◽  
Work Life ◽  
Private Higher Education ◽  
Work Life Balance ◽  
Life Balance ◽  
The University

Work-Life Balance (WLB) is an important factor that the Human Resource Management of private higher education Institution (PHEI) should concern about in order to gain high Job Performance in theinstitution. If there are WLB practices implemented by the university, the Human Resource Department (HRD) must always get feedback from the employees to continuously improve the WLB policy. This will benefit not just the employees but the most important to the PHEI by having a good productivities and high job performance employees. The result shows that most of the employees in the university have good social support from their colleagues at work place, friends and their families. This support have given them inspiration and motivation in doing their job properly and finally they might achieved high job performance. Eventhough the result were positive about the social support the employees receives, the top management including the HRD need to revise their policy of WLBespecially other factors that can influenced the employees to optimized their efforts in doing their job.

scholarly journals COVID-19 and Work-Life Balance: What about Supervisor Support and Employee Proactiveness?

2020 ◽  
Vol 2 (4) ◽  
pp. 1-9
Author(s):  
Rajendra Kumar ◽  
Uma Mohan Mokashi
Keyword(s):  
Higher Education ◽  
Structural Equation ◽  
Education Institution ◽  
Supervisor Support ◽  
Work Life ◽  
Work Behavior ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Life Balance ◽  
The Uk

The authors attempted to investigate how to resolve the growing work-life balance issue occurring due to COVID-19 Pandemic in the higher education sector. On the premise of prominent literature, the study conceptualized a framework to test if supervisor support and employee`s proactive work behavior could help address the work-life balance issue. Through applying the quantitative approach, the study collected data from employees working in a higher education institution in the UK. Results of the structural equation modeling found significant association and influence of supervisor support and work-life balance. The study also found a strong affiliation between proactive work behavior and work-life balance. However, proactive work behavior did not moderate supervisor support and work-life balance relationship. The study concluded that both supervisor support and proactive work behavior could be vital in helping employees to achieve their work goals effectively and efficiently without compromising their work-life balance. The study forwards prominent implications to guide practitioners, policymakers and researchers in this domain.

scholarly journals Fulfillment of Work–Life Balance From the Organizational Perspective: A Case Study

2013 ◽  
Vol 48 (5) ◽  
pp. 668-677 ◽  
Author(s):  
Stephanie M. Mazerolle ◽  
Ashley Goodman
Keyword(s):  
Work Environment ◽  
Athletic Training ◽  
Ncaa Division I ◽  
Clinical Setting ◽  
Work Life ◽  
Division I ◽  
Work Life Balance ◽  
Theory Approach ◽  
Life Balance ◽  
Family Friendly

Context: Researchers studying work–life balance have examined policy development and implementation to create a family-friendly work environment from an individualistic perspective rather than from a cohort of employees working under the same supervisor. Objective: To investigate what factors influence work–life balance within the National Collegiate Athletic Association (NCAA) Division I clinical setting from the perspective of an athletic training staff. Design: Qualitative study. Setting: Web-based management system. Patients or Other Participants: Eight athletic trainers (5 men, 3 women; age = 38 ± 7 years) in the NCAA Division I setting. Data Collection and Analysis: Participants responded to a series of questions by journaling their thoughts and experiences. We included data-source triangulation, multiple-analyst triangulation, and peer review to establish data credibility. We analyzed the data via a grounded theory approach. Results: Three themes emerged from the data. Family-oriented and supportive work environment was described as a workplace that fosters and encourages work–life balance through professionally and personally shared goals. Nonwork outlets included activities, such as exercise and personal hobbies, that provide time away from the role of the athletic trainer. Individualistic strategies reflected that although the athletic training staff must work together and support one another, each staff member must have his or her own personal strategies to manage personal and professional responsibilities. Conclusions: The foundation for a successful work environment in the NCAA Division I clinical setting potentially can center on the management style of the supervisor, especially one who promotes teamwork among his or her staff members. Although a family-friendly work environment is necessary for work–life balance, each member of the athletic training staff must have personal strategies in place to fully achieve a balance.

scholarly journals 3115 Barriers and Resources in Career Development in Academic Medicine as Reported by Junior Faculty

2019 ◽  
Vol 3 (s1) ◽  
pp. 63-63
Author(s):  
Julie Schweitzer ◽  
Julie Rainwater ◽  
Rebeca Giacinto ◽  
Hendry Ton
Keyword(s):  
Time Management ◽  
Medical Center ◽  
Academic Medical Center ◽  
Junior Faculty ◽  
Work Life ◽  
Individual Development ◽  
Work Life Balance ◽  
Medical Setting ◽  
Life Balance ◽  
Academic Medical

OBJECTIVES/SPECIFIC AIMS: To identify the most frequently reported barriers/constraints and resources by junior faculty in achieving their goals at a large medical school in the Western United States. METHODS/STUDY POPULATION: We reviewed 222 individual development plans (IDPs) from 26 departments in an academic medical center for content regarding constraints and resources to achieve activities and barriers and/or resources to achieve new goals. The content and quality of the IDPs included was ascertained using quantitative data analysis as well a review of open-ended qualitative questions. In addition to analyzing the content, the quality and percent completion of data filled out for each field in the IDP was also assessed to help identify gaps with departments in successfully completing and submitting their IDPs. RESULTS/ANTICIPATED RESULTS: Junior faculty indicated the following barriers: time/time management (55%); work/life balance (32%); funding (8%) and other (5%). Junior faculty also indicated that they had resources to help them achieve their goals, including: mentors (60%); collaborators (26%); colleagues (6%); other (8%). DISCUSSION/SIGNIFICANCE OF IMPACT: The barriers in goal achievement (e.g., time/time management & work/life balance issues) at this academic medical setting suggest that further resources regarding time management and work - life balance need to be developed and disseminated in order to assist faculty in achieving their objectives. This project also reinforces the importance of having a robust mentor or mentoring team for junior faculty. Mentors and administrators should work collaboratively with junior faculty to identify resources to improve time management and work-life balance.

scholarly journals Work-life balance of teaching staff at higher education during COVID 19 pandemic

2021 ◽  
Vol 6 (1) ◽  
pp. 63-71
Author(s):  
Tatjana Ilić-Kosanović
Keyword(s):  
Higher Education ◽  
Higher Education Institutions ◽  
Complex Problem ◽  
Work Life ◽  
Work Life Balance ◽  
Teaching Staff ◽  
Life Balance ◽  
Work From Home ◽  
Scientific Papers ◽  
The Republic

The issue of work-life balance of teaching staff at higher education institutions is becoming more interesting for the researchers due to complexity in responsibilities of teachers which include not only teaching and preparation of lectures, but primarily scientific research and scientific papers writing, as well as various administrative and managerial duties (vice deans, department chiefs, etc.). This topic is getting importance not only in regard to women in higher education teaching positions, but to overall attracting and retaining talent This complex problem has been particularly evident in disaster circumstances such as the COVID-19 virus pandemic. This paper studies attitudes (in the form of interviews) of teaching staff -teaching assistants, lecturers (languages), assistant professors, associate professors and full professors towards the achieved work-life balance during period of working from home during the lockdown imposed in Serbia from March, to May when the most higher education institutions returned to semi-regular ways of operations on the example of the School of Engineering Management from Belgrade, the Republic of Serbia. Even though the sample is small, it can be concluded that all levels of teaching staff have had difficulties in maintaining work-life balance during the work from home, especially the ones with children of school age.

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