Recent research suggests that job insecurity can have negative health effects (Burgard et al., 2006). Anecdotal evidence portrays coaching as an insecure profession based primarily on coaching records, and research has suggested that job security is a significant factor in coaching satisfaction and commitment (Chelladurai & Ogasawara, 2003). Job insecurity is defined as the worry an individual has about the future of his/her employment within an organization, and consequences of job insecurity include decreased well-being, negative job/organization attitudes, and higher turnover intentions (Näswall & De Witte, 2003). While popular reporting suggests that coaches may feel insecure within their job, it is surprising that there is little quantitative research on the factors affecting job insecurity. Therefore, the purpose of this study was to do a preliminary examination on the factors correlating to job insecurity within college coaches with focus given to the affect of gender of a coach and the gender of the team coached. Based on a Näswall and De Witte (2003) study which compared job insecurity factors for individuals within different countries; our study examined gender differences of the coach and team coached. As part of research on employment characteristics for NCAA coaches, 339 coaches returned usable questionnaires detailing background information and employment factors. Besides measuring job insecurity, information regarding gender, gender of team coached, age, base salary, NCAA division, number of children at home 12 and under and 13-18, living relationship, education level, and length of contract was also collected. Multiple regression was used to examine the significance of the background variables on job insecurity. For men coaching men's teams, base salary (β =.23, p<.05) and age (β =-.17, p<.10) were significant predictors. For men coaching women's teams, base salary (β =.36, p<.01) and education level (β = -.22, p<.05) were significant (R2=.19), and for women coaching women's teams significant predictors included children at home under 12 (β =.36, p<.05), and a Division I (β =.36, p<.01) and III (β =-.37, p<.01) effect. In evaluating the factors for all coaches and by gender, higher base salary and coaching at the DI level corresponded to the greatest job insecurity. The greatest unique variance produced between genders appeared to the presence of young children at home, suggesting the need for future study as to the reason for this relationship. Besides suggesting further inquiry, the results provide a starting point for the examination of factors leading to job insecurity within coaching.Keyword(s): administration/mgmt, coaching, gender issues