Understanding Workforce Sustainability in High School Athletics:
A Mixed-Methods Study

Overview

My doctoral research, performed at Wilmington University, titled Exploring the Decline In Numbers of High School Track and Field Coaches in Washington State, examined the systemic factors driving recruitment and retention challenges among high school track and field coaches in Washington State. Using a convergent mixed-methods design, the study integrated quantitative survey data from 108 coaches with qualitative interviews from 12 participants to understand how burnout, parental conflict, workload, compensation, and organizational support interact to influence workforce sustainability.

A subsequent manuscript, derived from the theme of retention and attrition within my dissertation research, titled Why Coaches Leave: Examining Retention Challenges in High School Track and Field was published in the International Sport Coaching Journal (ISCJ), marking the first peer-reviewed study focused specifically on the structural pressures shaping long-term coaching retention in high school athletics.

Each piece of literature can be located on the Writing & Speaking page.

Research Problem

High school athletics relies on a stable, experienced coaching workforce. Yet schools face increasing turnover due to:

• Escalating administrative workloads

• Low and stagnant compensation

• Inconsistent institutional support

• Growing parental conflict

Despite their prevalence, these pressures had not been examined together as a comprehensive system. My study addressed this gap by mapping the interconnected forces that shape coaching sustainability.

Methodology

The study used a convergent mixed-methods design, integrating quantitative and qualitative findings to build a holistic view of systemic strain.

Quantitative Component

• 108 survey respondents

• Statistical testing using single-proportion Z-tests

• 50% agreement benchmark, p < .05 threshold

• Focus areas: burnout, parental conflict, workload, compensation, institutional support, retirement factors

Qualitative Component

• 12 semi-structured interviews

• Reflexive thematic analysis

• Coded for cross-cutting structural themes including workload escalation, emotional labor, policy strain, and institutional inconsistency

Integration Strategy

Both data sources were synthesized to map how systemic conditions interact, not as isolated issues, but as mutually reinforcing drivers of retention and attrition.

Key Findings

1. Burnout as a Central Driver

Burnout showed the strongest quantitative signal (82% agreement, p < .001), supported by interview themes such as emotional fatigue, administrative overload, and diminishing recovery time during the season.

2. Parental Conflict Intensifies Attrition Pressures

64.8% agreement (p = .001) identified parental conflict as a major deterrent to continued coaching. Coaches described it as emotionally taxing, unpredictable, and often unsupported by administration.

3. Compensation Fails to Offset Systemic Strain

Low stipends were not the sole cause of attrition, but magnified burnout and conflict by reducing perceived value and limiting long-term sustainability.

4. Institutional Support is Uneven and Often Insufficient

Lack of administrative backing intensified all other stressors. Coaches with strong support structures described markedly lower burnout and higher satisfaction.

5. Structural Pressures Operate as a System

Rather than acting independently, these factors formed an interconnected ecology of strain where each element reinforced the others.

Evidence-Informed Recommendations

The study generated actionable recommendations for athletic departments, districts, and governing bodies:

1. Standardize Administrative Workflows

Reduce workload variability and streamline non-coaching responsibilities.

2. Establish Clear Parental Engagement Protocols

Define boundaries, escalation paths, and expectations for interactions.

3. Expand Professional Support & Mentorship

Pair new coaches with experienced leaders to mitigate early attrition.

4. Reassess Stipend Structures Across Districts

Compensation should align with time, responsibility, and expertise.

5. Implement System-Level Wellness Supports

Prevent burnout through structural, not individualized, interventions.

Real World Impact

This research has been used to:

• Inform coaching retention strategies at multiple schools

• Shape discussions within athletic associations and youth sport leadership groups

• Guide administrators in revising workflow expectations

• Support coaches in advocating for structural change

• Strengthen the evidence base for policy decisions affecting scholastic athletics

It bridges academic rigor with practice-based relevance, aligning with the priorities of education systems, social-impact organizations, and philanthropic funders investing in workforce stability and youth development.

The Bigger Picture

Coaching retention is not a personnel issue, it’s a systems issue.
This research demonstrates how workforce sustainability depends on:

• Structural support

• Transparent policies

• Equitable workloads

• Aligned incentives

• Holistic investment in youth-serving roles

It positions me as a researcher prepared to analyze complex systems, generate actionable insights, and translate evidence into meaningful program and policy improvements.