Donna L. Pastore

Diversity in Sport? Utilizing the Business Literature to Devise a Comprehensive Framework of Diversity Initiatives

Diversity in sport, especially in relation to those who hold positions of power in interscholastic, intercollegiate, and professional sport, seems to be some what of an oxymoron. There is ample evidence that those who are not similar to the status quo that has long dominated such sport settings (i.e., white, heterosexual, male) are far less represented within positions of power in sport than they are in the population at large (Acosta & Carpenter, 1996; Washington. 1998). Furthermore, some suggest that the maintenance of the status quo goes beyond demographics and that homologous reproduction exists in attitudes. values, and leadership priorities among those in leadership positions in sport (Boutlier & San Giovanni, 1994). Because diversity and valuing diversity have received a greal deal of attention in the corporate world, this paper utilizes the business literature in an attempt to obtain a fresh perspective regarding the lack of diversity in one of the most criticized areas of sport, Division IA inter...

RETENTION FACTORS IN COACHING AND ATHLETIC MANAGEMENT: DIFFERENCES BY GENDER, POSITION, AND GEOGRAPHIC LOCATION:

This study was undertaken to identify the reasons coaches and athletic administrators stay in their positions. A total of 359 intercollegiate university and college coaches and athletic administrators responded to a questionnaire consisting of 33 items that elicited (a) the extent of how important each item was for staying in ones present position and (b) the fulfillment attached to each item. Previous empirical analyses of the retention items yielded three factors: Work Balance and Conditions, Recognition and Collegial Support, and Inclusivity. Two separate multivariate analyses of variance (MANOVAs) were used to analyze the two sets of dependent variables (importance and fulfillment of retention items) with the independent variables (gender, position, and country). The identification of retention factors provides preliminary knowledge that may be useful for creating a work environment that encourages coaches and athletic managers to remain in their positions.

Managing Employee Diversity: Perceived Practices and Organisational Outcomes in NCAA Division III Athletic Departments

The literature suggests that organisations that engage in proactive diversity management strategies are more likely to experience positive organisational outcomes than those that shun or ignore diversity. This study assessed the diversity practices present in Division III intercollegiate athletic institutions in order to determine whether the differences in diversity practices affected individual and organisational outcomes. Members of National Collegiate Athletic Association Division III athletic organisations1 (N = 281) responded to a survey designed to assess strategies for managing diversity, as well as individual and organisational outcomes. Results suggested that different diversity practices are indeed related to significant levels of variance in perceptions of outcomes. Specifically, proactive diversity management strategies significantly contributed to variance in all the outcome measures and had the largest beta weights (ranging from 0.28 to 0.57) for all the outcomes. Results are discussed in detail and suggestions for future research are provided.

DISTRIBUTIVE JUSTICE An Examination of Participation Opportunities, Revenues, and Expenses at NCAA Institutions—1973-1993

Based on organizational justice research, Hums and Chelladurai surveyed college athletic personnel to determine which distributive justice principles these leaders believed were most fair. Their results indicated that the principles evaluated highest by all subgroups—National Collegiate Athletic Association (NCAA) divisions, position, gender—were equality of treatment, need, and equality of results. The present study extended the work of Hums and Chelladurai and examined NCAA Revenue and Expense Reports for 1973-1993 to determine whether there was evidence to suggest that equality and need were the main principles affecting distributions. The authors also analyzed the impact of legislation and court decisions on distributions. Based on the analysis of the NCAA reports, distributions appear to be greatly affected by equity related to revenue production and spectator appeal.

Rule violations in intercollegiate athletics: A qualitative investigation utilizing an organizational justice framework

Cheating and rule violations in intercollegiate athletics continue to be relevant issues in many institutions of higher education because they reflect upon the integrity of the institutions in which they are housed, causing concern among many faculty members, administrators, and trustees. Although a great deal of research has documented the numerous rule violations in NCAA intercollegiate athletics, much of it has failed to combine sound theory with practical solutions. The purpose of this study was to examine the possible extensions of the organizational justice framework to the problem of rule violations in intercollegiate athletics. In doing so, the current study examined (a) perceived areas of injustice among coaches at NCAA Division I institutions, (b) avenues by which coaches resolve these injustices, and (c) potential solutions for resolving injustices in an attempt to reduce NCAA violations. Six NCAA Division I basketball coaches from various parts of the country (four from mens teams and two from womens teams) were interviewed using a semi-structured format. Despite the NCAAs efforts to create parity, results showed that coaches perceived several areas of inequities in recruiting, including financial resources and academic standards. The interviewed coaches described several means that are currently used to resolve these inequities and offered recommendations for changes to reduce injustice in the future.

STRATEGIES FOR RETAINING FEMALE HIGH SCHOOL HEAD COACHES: A SURVEY OF ADMINISTRATORS AND COACHES

This study was undertaken to understand the strategies used to retain female high school head coaches. A sample consisting of 354 interscholastic athletic administrators and coaches of womens teams responded to a questionnaire consisting of 37 retention strategies (under the categories of developmental opportunities, program support, financial incentives, job definition, and communication) which elicited the extent that each strategy was used. To verify the subscale structure of the questionnaire, item-to-total correlations and internal consistency estimates (Cronbachs alpha) were carried out. After four iterations, 20 items were retained to measure five dimensions of retention strategies: developmental opportunities, financial incentives, program support, job expectations, and communication. The results of the 2 (Gender) × 2 (Position) × 5 (Dimension) repeated measures ANOVA showed significant two-way interaction effects for both gender and position. Tukeys post hoc analyses indicated that all subgroups rated communication as the most used dimension for retaining female high school coaches and rated developmental opportunities as the least used.

Effects of Occluded Vision and Imagery on Putting Golf Balls

This study examined the effects of combining occluded vision with imagery for acquiring and retaining golf-putting skill in a college class of 80. The findings indicated that college students who registered for beginning golf classes were significantly higher in putting-skill acquisition using occluded vision and visual imagery than practicing while in visual contact with the ball and no imagery. Occluded-vision imagery was not superior to visual imagery for acquisition or retention of putting skill. In addition, the occluded-vision subjects showed positive transfer to visual putting skills.

Collaboration in Sport Research: A Case from the Field

Faculty members mindful of the ticking tenure and promotion clock seek ways to balance the competing and sometimes overwhelming demands of research, teaching, and service. One way to balance these demands is to fi nd opportunities for collaboration with colleagues, especially in the area of research. There are several compelling reasons to pursue joint research projects with colleagues; however, there are also diffi culties inherent in the collaboration process. This article will discuss the benefi ts and challenges of working on collaborative research projects with colleagues from the same discipline as well as across disciplines. As members of a team actively involved in several research projects and presentations, we use our own experiences to discuss effective strategies of collaboration.

Information processing of audiences exposed to public service advertising messages for Special Olympics

Purpose – The purpose of this paper is to explore the cognitive processes that the study subjects experienced when exposed to different types of public service advertisements about Special Olympics. Design/methodology/approach – A total of 529 cognitive responses from 141 college students were analyzed using the content analysis method. Findings – The results of the frequency count of cognitive responses indicated that low-empathy (LE) subjects engaged in extensive cognitive efforts to process the information as much as high-empathy (HE) subjects. Additionally, the content analysis of the qualitative data showed that the two most frequently cited categories of positive thoughts for HE subjects were good cause/importance of Special Olympics and positive feeling related to volunteering for Special Olympics. For LE subjects, the most frequently identified category in positive thoughts was altruist/moral responsibility, followed by volunteer intention and positive feeling related to volunteering for Special O...

Anglo-American Women in Sport

(1999). Anglo-American Women in Sport. Journal of Physical Education, Recreation & Dance: Vol. 70, No. 4, pp. 39-41.