Job satisfaction of tennis coaches

• Autor(a) principal: Testa, Saulo
• Data de Publicação: 2020
• Outros Autores: Piovani, Verónica Gabriela Silva, Souza, Silvio Pinheiro de, Cortela, Caio Corrêa, Both, Jorge
• Tipo de documento: Artigo
• Idioma: por
• Título da fonte: Caderno de Educação Física e Esporte
• Texto Completo: https://e-revista.unioeste.br/index.php/cadernoedfisica/article/view/24346
• topic: Satisfação no Trabalho; Treinadores; Tênis.; Sport; Work; Professional; Coaches; Tennis

BACKGROUND: Several factors can interfere in the assessment of job satisfaction, and for sport coaches the work overload generated by the demands for sport results can interfere negatively in the evaluation about work. In the case of tennis coaches, it is observed that problems associated with the characteristics of job function can interfere with the perception of job satisfaction.OBJECTIVE: To identify the different profiles of tennis coaches considering the construct of job satisfaction.METHODS: 81 tennis coaches composed the sample. For data collection was used a form specifically designed to collect sociodemographic information and the Quality of Life at Work Assessment Scale, which assesses job satisfaction. For data analysis were used Clusters Analysis and the tests of Kruskal-Wallis, Friedman, Dunn’s Multiple Comparison and Chi-Square. It is highlighted that all analyzes used a 95% significance level (p<0,05). RESULTS: Clusters analysis identified three groups. Group A coaches, composed by the highest percentage of coaches with more advanced age, were more satisfied with work’s aspects, had less hours dedicated to work and had better perception of income. Group B coaches had intermediate job satisfaction indices, being the group of professionals with the highest weekly workload. Group C coaches had the highest percentage of coaches who worked between 21 and 40 hours per week, had the lowest job satisfaction rates, being the group with more young professionals and who were disappointed with remuneration.CONCLUSION: It is concluded that the moment of personal life, the workload dedicated to work activities and the perception of remuneration being sufficient to attend the needs interfere in the perception of job satisfaction.