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The percentage of women coaches at the helm of women’s sports teams has dropped from 90% in 1972, to 42.6% in 2010 (Carpenter & Acosta, 2010). Previous research has found that women coaches experience discrimination (Greenhaus et al., 1990) social stigma, and homophobia (Griffin, 1998). Difficulties with work-life balance have been identified as a barrier to coaching. Mentoring has been positive for the development of career satisfaction, commitment and positive job attitudes (Ragins et al., 2000), however, the role of mentoring in retaining women coaches needs exploration. This study used social exchange theory to determine if perceived costs/benefits of coaching, mentoring, work-life balance and coaching experiences could predict coaching career outcomes (current/non-coaching status). Current (n=442) and former (n=171) NCAA Division I head and assistant coaches completed an online survey. Five former coaches participated in phone interviews. Logistic regression analysis was conducted to predict coaching status (former/current) using demographic, costs/benefits to coaching, mentoring and work-life balance factors. The model correctly classified 81.3% of cases and the model accounted for 25.1-37.3% of the variance. Informal and formal mentoring significantly decreased the odds of being a former coach compared to no mentoring; however, mentoring satisfaction increased the odds of being a former coach. Work-life support decreased the odds of being a former coach. Qualitative results revealed the importance of mentoring, networking, personal balance and the impact of coaching on interpersonal relationships. Participants discussed experiences with structural barriers in athletics, homophobia and their decision to leave coaching.