The impact of family life on the women’s team intercollegiate coach has been reported in published articles (e.g., Acosta & Carpenter, 1985; Pastore, 1991). These articles, however, have failed to actually assess the actual amount of family conflict experienced by coaches, and have only provided speculative data from former coaches or current administrators on the impact of the concept. The present study was undertaken to assess the amount of work-family conflict (WFC) of current coaches. WFC is a source of stress that has been defined as “a form of interrole conflict in which the role pressures from the work and family domains are mutually incompatible in some respect” (Greenhaus & Beutell, 1985, p. 77). WFC has been shown to influence such work-related outcomes as job satisfaction, organizational commitment, turnover, and job burnout (Greenhaus & Beutell, 1985; Frone et al., 1992; Burke, 1988). Given these important potential outcomes, understanding to what extent WFC is impacting the lives of coaches of women’s intercollegiate athletics is critical. The current research in the area of WFC has recognized a six dimensional model of conflict. This model recognizes WFC as bi-directional (work interference with family and family interference with work), and having various forms (time-based conflict, strain-based conflict, and behavior-based conflict) (Carlson et al., 2000). The present study used a mailed questionnaire that included the recently developed and validated Multidimensional Measure of WFC scale (Carlson et al., 2000). All women’s team NCAA coaches that responded to the survey (N=342) that were married, living with a significant, or had children were retained for analysis (n=117; male=52, females=65). Analysis of variance was used to assess any potential gender differences across the six measures. The only construct to indicate a gender difference was the time-based work influence on family variable, in which males indicated a greater amount of conflict (M=4.79, SD=1.56) than females (M=4.18, SD=1.36) (F 1, 116=4.92, p < .05). Further, results indicated that the coaches experienced very little WFC across any of the six measures (range 2.07 to 4.79/7). The most noteworthy implication of the study is that current coaches do not appear to be impacted to a great extent by the influence of work on their family lives, or family on their work lives. The practical significance of this study is that aspiring college coaches, and particularly female coaches, can take some comfort in that the potential conflict with coaching appears to be minimal. Keyword(s): athletics/sports, gender issues, sport management