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Coaching commitment and turnover: a comparison of current and former coaches
Thomas D Raedeke1, Anne H Warren, Tracy L Granzyk
1Department of Exercise and Sport Sciences at East Carolina University, Greenville, NC 27858, USA. Raedeket@mail.ecu.edu
Research Quarterly for Exercise and Sport
|April 3, 2002
Summary
Coach turnover is complex. A commitment model shows satisfaction and investments are key to coaches staying, while former coaches had more attractive alternatives and fewer constraints.
Area of Science:
- Sports Science
- Organizational Psychology
Background:
- Coaching continuity is vital for quality sports programs.
- Understanding the reasons behind coach turnover remains a challenge.
Purpose of the Study:
- To investigate the factors influencing coach commitment and turnover using a commitment model.
- To differentiate between current and former coaches based on commitment constructs.
Main Methods:
- A mail survey assessed commitment model constructs in 469 USA Swimming age-group coaches.
- Structural equation modeling and multivariate analysis of variance were employed.
Main Results:
- Coach satisfaction and investments were significant predictors of commitment.
- Current coaches reported higher commitment, fewer attractive alternatives, greater investments, and more social constraints than former coaches.
- Benefits and costs significantly influenced coach satisfaction.
Conclusions:
- The commitment model effectively explains coach retention and turnover.
- Factors such as satisfaction, investments, perceived alternatives, and social constraints play crucial roles in a coach's decision to continue or discontinue coaching.