If you didn’t have a chance to hear Why We Work, you missed a good one! Don’t worry though, it’s always available on Soundcloud or iTunes.

We were inspired by the TED Radio Hour episode that was discussing a similar topic. Specifically, what Barry Schwartz was discussing, which is how to make our work meaningful. We gave a recap on where “finding your passion” comes from, which is rooted in the American Industrial Revolution in the late 1700’s, early 1800’s. Prior to this, we all worked on our farms, giving and growing for our community. The Industrial Revolution first introduced the idea of “going to work” for someone else. It was at this time that we got away from doing what we loved and started doing it for other reasons, such as supporting our country or to make a wage.

Thinking that if we could all go back to the time when we contributed to each other and received greater job satisfaction from that, it may benefit us in our everyday work environments and overall health.

In looking at the components of job satisfaction in Athletic Training, we found a study that examined just this with the Division I AT population. The full study is available here, but here are a few findings we found interesting:

• Program Directors and Athletic Training faculty members were more satisfied with their position. Graduate Assistants were the least satisfied.
• Male athletic trainers and athletic trainers who were older experienced greater levels of job satisfaction.
• Top 3 variables contributing to satisfaction were: Social Service,  Moral Values, and Achievement.
• Bottom 4 variables contributing to lower satisfaction were: Compensation, Advancement, Company Policy & Procedure, and Working Conditions.

We pose that those in the profession who feel they have a great impact in their role are more inclined to feel job satisfaction. As a result of being in the profession for a longer period of time, program directors and faculty members likely receive higher compensation and aren’t as victimized to policies & procedures either. Interestingly, the study suggested that males have higher job satisfaction because their ability to advance is higher.

We go on to discuss the Department of Labor’s growth statistics for the profession and the potential impact ELM’s will have on this. One of the statements in the ELM White Paper alluded to increased retention in the profession with a higher degree needed. We can only assume the train of thought on this is that someone who pursues a level of education that high knows what they want and is willing to stay in the profession longer. If that’s the line of thinking, can it also be assumed that those who pursue advanced levels of degree for entry level work have discovered the meaning of work for themselves? It’s an interesting thought, because most ATs pursue either advanced degrees or certifications in specific areas once they have been practicing for a while. Does this mean they too are finding their meaning of work? Or is it all just an attempt to chase the next best thing because we have yet to find our meaning of work?

Perhaps we are focused too much on the retention rate in AT and should instead shift our focus to level of satisfaction amongst the congregation? What good does retention do if those professionals are spiteful about the work they’re doing?

If, according to the study, we are most pleased with social service, moral values, and achievement, what more can we do as a profession to promote those areas in an effort to increase retention or increase joy?

Whatever your why is, remember it, hold onto it, and whenever you are having a bad day or feel like you’re losing yourself in your career, go back to your why.

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