Search

Branding has been conceptualized, contextualized, and operationalized in various ways. However, little research has been conducted exploring coaches and their personal branding. Although researchers have investigated the content that collegiate male coaches post on social media, there is a dearth of research investigating female collegiate coaches and the strategies they utilize when constructing their brand online. Therefore, the purpose of this study was to examine the branding strategies used by female collegiate coaches when constructing and presenting their online brand. The authors collected data via a qualitative methodology, utilizing semistructured interviews with female head and assistant coaches in college athletics. Results indicate that the coaches were strategic in their approach to social media, while also encountering obstacles when deciding how to communicate aspects of their brand. Theoretical implications stem from findings that are consistent with decision-making processes outlined by behavioral decision theory, and practical implications are centered on strategic branding suggestions for coaches. [ABSTRACT FROM AUTHOR]

It has frequently been observed that the disproportionate number of male coaches within women's soccer is problematic, not least, because it limits the opportunities for the progression of female coaches. Despite this, the transition from "male former player to male coach of female players" is one that remains common, is likely to continue, yet is not widely discussed in the sport/coach transition literature. This is an oversight given the numerous problematic outcomes that are routinely connected to the presence of male coaches in women's sport. In this confessional, analytical autoethnography, we build upon our existing work regarding coaching women's soccer that has been informed by Michel Foucault's conceptual framework. Precisely, we use a collection of creative narrative reflections to discuss the first author's transition from that of a British semiprofessional soccer player context, to an Assistant Coach of a female soccer team in a North American varsity program. In so doing, we trace and map some of the (problematic) learned gendered assumptions which initially shaped and guided the first author's coaching assumptions, relationships, approaches, and practices within this context, before unpacking some of the challenges he navigated along the way (with varying degrees of success). We end by summarizing our paper and a call to male coaches working with female athletes to reflect on how "thinking with Foucault" might help them to coach in more ethical and gender-responsive ways by both problematizing imported gendered assumptions and developing active allyship practices. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to investigate how the role of female leadership works in sports coaching. Drawing key insights from the ability–motivation–opportunity (AMO) framework of human resource management, the authors explore the underlying mechanisms of female leadership and the role female coaches play in enabling athletes to develop their self-initiative through AMO enhancement. Design/methodology/approach: The sample in this study is made up of 11female coaches from eight teams in China selected using purposive sampling. Data was collected and analyzed on various aspects of female leadership. Findings: Analysis of interviews and secondary data show that the mechanisms and enablers related to AMO enhancing practices stimulated by female coaching leadership can increase team performance. Research limitations/implications: This study opens new avenues for sports science research and strengthens the theoretical and practical understanding of the intentions and mechanisms female coaches implement as leaders in sports coaching. Originality/value: First, this study contributes to the AMO framework by helping form new theoretical insights based on the understanding of female sports coaching mechanisms. Second, this study provides novel insights into female leadership literature by investigating the mechanisms of female leadership in the context of sports exercise. Third, this study also contributes to the body of research on sports coaching in Asia, especially that of Chinese women in such leadership roles. [ABSTRACT FROM AUTHOR]

Abstract\nLay SummaryHistorically within UK professional football environments, women’s coaching representation has been low, irrespective of gender participation. The involvement of women coaches in the context of men’s football has been contested due to dominant hegemonic masculinity. For the limited number of women coaches in the men’s game, there is a need for deeper contextual understanding of how organizational dynamics and minority status intersect to shape well-being. Auto-driven photo-elicitation was employed to explore a woman coach’s well-being experiences longitudinally over a season whilst working in a men’s professional football club. Bioecological theory was utilized as a theoretical lens to enrich participant interpretations and sensemaking, and longitudinal interpretative phenomenological analysis (LIPA) was implemented to analyze interview data at four time points. Four experiential themes were created “I can’t hide that I am a woman, so it is gonna be different for me,” “I don’t really know which direction to go in,” “I’m trying to get the balance between professional and personal life,” and “If I’m not coaching, what am I?.” Our findings illuminated that the woman coach excessively worked to progress their career in the men’s side of the game, which had deleterious consequences for well-being (e.g., neglecting wider aspects of life). Being an authentic self and seeking a third space away from work and home-life commitments were perceived as therapeutic for well-being. Well-being sensemaking was enriched by utilizing an auto-driven photo-elicitation approach. Our work acts as a springboard for future work to creatively explore well-being within varying sports coaching contexts.Over four timepoints throughout a football season and using participant supplied images, we explored how a woman coaching in a men’s professional football club experienced well-being. A variety of social and contextual factors (e.g., place of work, relationships with others and time of season) were identified to shape well-being experiences. IMPLICATIONS FOR PRACTICEIdentifying third spaces (e.g., a space away from work-life demands) that help to dissociate from the coaching role can be beneficial for well-being management (e.g., promote psychological rest and self-care).The woman coach perceived a requisite to work harder than male coaching counterparts which can lead to deleterious consequences for well-being (e.g., workaholism tendencies and lack of self-care).Organizations have a responsibility to support women coaches and should aim to mutually reflect with them on the socio-contextual systems (e.g., workplace demands and culture) that can shape their well-being whilst working in men’s professional football club contexts.Identifying third spaces (e.g., a space away from work-life demands) that help to dissociate from the coaching role can be beneficial for well-being management (e.g., promote psychological rest and self-care).The woman coach perceived a requisite to work harder than male coaching counterparts which can lead to deleterious consequences for well-being (e.g., workaholism tendencies and lack of self-care).Organizations have a responsibility to support women coaches and should aim to mutually reflect with them on the socio-contextual systems (e.g., workplace demands and culture) that can shape their well-being whilst working in men’s professional football club contexts. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to understand the career experiences of the NCAA women coaches integrating the Kaleidoscope careers model with Family Identity theory. Design/methodology/approach: We employ qualitative methodology with the use of semi-structured interviews with 18 NCAA women coaches. Using interpretive lens, we offer nuanced descriptions of women career experiences from care and career orientation perspectives. Findings: Our findings shed light on experience, perceptions and strategies employed by female NCAA coaches while trying to fulfill work and life responsibilities. Care- or Career- orientation impacts the way women coaches deal with different aspects of maintaining careers in sports coaching. Originality/value: We refine the KCM framework by showing that authenticity, balance and challenge can manifest in different ways, which is particularly important as organizations often struggle with retention of women coaches. [ABSTRACT FROM AUTHOR]

It is known that among the requirements expected from the coach, pedagogical knowledge has an increasing role. Many studies examine this issue (Balogh & Trzaskoma-Bicsérdy, 2020; Déri, 2015; Révész et al., 2007; Volkamer, 1993) however the analysis of the pedagogical role of coaches in relation to women's football is considered a rarity even today. The present study focuses on this area, presenting the research conducted at all-state-recognized-women's soccer academies (n = 6). The authors conducted a questionnaire survey (n = 517), and interviews (n = 5) were recorded. Based on the opinion of the investigated groups (sports professionals, players, parents), the most expected coaching roles, tasks and qualities can be identified. The research confirms that thorough pedagogical knowledge is essential for successful coaching. The coach's educational work has a significant impact on the player's personality and career, the success of which can be based on the use and expansion of the pedagogical toolkit. Based on the results, it is justified to focus further on the pedagogical competencies of the coaches, contributing to the development of women's football training. [ABSTRACT FROM AUTHOR]

Background: Based on the theories of interactional touch and interpersonal relationships, touch can be an important part of the coaching profession. Objective: The research aimed to identify and describe what touch means in the coach-athlete relationship from the coach’s perspective. There is widespread ignorance of the law and a lax approach to intimate contact with athletes in the sport environment. The main research question was formulated as follows: What does touch mean in the coach-athlete relationship from the coach’s perspective? Methods: This is qualitative research conducted in the form of a multiple case study, whose unit is the case – the coach and their perception of touch in the coaching profession. Five coaches were selected and interviewed in depth in semi-structured interviews. Three men and two women coached floorball, weightlifting, handball, ice hockey and basketball. Three were head coaches, two were conditioning coaches, and their average age was 39. The coaches work in the Czech sports environment and four of them have an average of 8.5 years of experience with national teams. The coaches’ statements were analysed using data coding, clustering and pattern capture methods. Results: Two main categories were identified: risk-safety, and intimacy. Both main categories are characterised by the dimension of measure. Risk-safety includes the subcategories: coach self-reflection, form of touch, pressure of touch and location of the touch on the body. Intimacy contains the subcategory of the level of the coach-athlete relationship. A “touch-based coach-athlete relationship model” was created to express the hierarchy and relationships between the main categories and subcategories. Conclusions: The results demonstrated that touch and self-reflection in the coaching profession are important mediators of the coach-athlete relationship. Specific forms of these mediators can be observed in the risk-safety dimension, and the intimacy dimension in the coach-athlete relationship. [ABSTRACT FROM AUTHOR]

Drawing on the findings from a larger institutional ethnographic study exploring gender, work, and professionalization in sport coaching in the Canadian university sport system, this paper brings to light the contested nature of the sport coaching professional project in Canada. We specifically focus on the efforts of the Coaching Association of Canada to advance its Chartered Professional Coach designation as the preeminent coaching credential and mechanism by which to progress its vision of the sport coaching professional project. However, key findings demonstrate that the Coaching Association of Canada and Chartered Professional Coach are met by university sport practitioners with an ambivalence that complicates, if not works against, the Coaching Association of Canada's efforts to professionalize sport coaching. This paper concludes by focusing on how the intraprofessional tensions within the sport coaching professional project, specifically the ambivalence around the Chartered Professional Coach, add to the challenges faced by women sport coaches in Canadian university sport. [ABSTRACT FROM AUTHOR]

Sport scholars have connected heteronormativity and heterosexism to the creation of privilege for the dominant group. They also contend that the coverage and framing of female athletes and coaches promote heteronormativity across print, broadcast, and new media. To date, research examining heteronormativity and heterosexism on university-sponsored athletics Web sites is scarce. Using framing theory, online biographies of NCAA intercollegiate head coaches of 12 conferences (N = 1,902) were examined for textual representations of heteronormativity and heterosexism. Biographies were coded based on the presence or absence of personal text--and the presence or absence of family narratives. The data demonstrate a near absence of gay, lesbian, bisexual, and transgendered coaches, suggesting that digital content of intercollegiate athletic department Web sites reproduces dominant gender ideologies and is plagued by homophobia in overt and subtle ways. [ABSTRACT FROM AUTHOR]

This study examined the principles of distributive justice held by mate and female coaches and athletic administrators from all three NCAA divisions in allocating resources within athletic departments. A total of 328 subjects from Divisions I. II, and HI responded to the instrument, which contained 12 scenarios describing situations of either distribution or retribution of three different resources--money, facilities, or support services. The eight allocation principles listed under each scenario were (a) equality of treatment, (b) equality of results, and (c) equality of opportunity: contributions based on (d) productivity. (e) spcctator appeal, (f) effort, and (g) ability; and (h) need. In each distributive situation, subjects were asked to rate the justness of each allocation principle and to choose one of the eight principles for implementation. All subgroups rated equality of treatment, need, and equality of results as the most just and the other principles as relatively unjust. These principles were also the principles most frequently chosen by subjects for implementation. [ABSTRACT FROM AUTHOR]

This study examined the development of an instrument to assess the views held by NCAA male and female coaches and administrators concerning the principles of distributive justice used in the allocation of resources in athletic departments. The steps in the development of the instrument, including the use of a panel of experts, a pilot study, and a confirmatory study, arc presented. Scenarios were developed describing situations involving either distribution or retribution of three different resources within athletic departments: money, facilities, or support services. The eight allocation principles listed under each scenario were (a) equality of treatment, (b) equality of results, and (c) equality of opportunity; contributions based on (d) productivity, (e) spectator appeal, (f) effort, and (g) ability; and (h) need. Subjects were asked to rate the justness of each allocation principle in each scenario and to choose which allocation principle they would implement in that scenario. [ABSTRACT FROM AUTHOR]

During the past two decades the number of female athletes has increased while the number of female coaches has declined. The purpose of this study was to determine the reasons why NCAA Division I male and female coaches of women's athletic teams enter and leave the profession. The findings indicate that coaches enter the Profession to remain in competitive athletics and would leave the profession to spend more time with family and friends. Further research in this area is recommended to determine solutions to the problem of the declining number of female coaches. [ABSTRACT FROM AUTHOR]

This study examined perceptions of ability and affective experiences of female coaches (N=28) following a hands-on coaching internship. Coaches were interviewed regarding the internship's positive and negative aspects and their perceived strengths and weaknesses. Using qualitative research methods, quotes were drawn from the interview transcripts and submitted to an inductive content analysis. Major themes characterizing the positive aspects of the internship were satisfaction of working with kids, development of coaching skills, social support, and fun; themes related to negative aspects of the experience were negative interactions with mentor coach, excessive time demands, low perceptions of competence, negative relationships with athletes, lack of administrative support, and overemphasis on winning. Perceived coaching strengths included major themes of interpersonal communication, motivation, teaching skills, knowledge of the game, discipline, and balance of work and fun. Weaknesses were identified as inadequate sport-related knowledge and skills, leadership skills, planning and management skills, physical skills, and injury-prevention and maintenance skills. Implications of these findings for recruiting, educating, and retaining coaches are made. [ABSTRACT FROM AUTHOR]

The article presents a study of physical education teachers in 11 high schools in the U.S. to examine several factors including the importance of workplace conditions and environment. The study included 3 men and 8 women of which 7 (3 men and 4 women) were also coaches. Data were collected from a questionnaire used to elicit information about the educators perception of their dual roles as secondary physical education teachers and sports coaches. Formal and informal, both individual and group, interviews were also conducted. Also used were teacher reflective journals and field notes. The survey data were analyzed using descriptive statistics. Interviews were audiotaped and transcribed verbatim.

Objective The aim of this study was to determine the range of burnout among sport coaches in Poland and identify its personal (especially psychological) and situational correlates. Methods The sample consisted of 174 male and 70 female coaches from 21 sports disciplines, aged from 23 to 82 (M = 39.00, SD = 10.93). Coaching experience ranged from 1 to 40 years (M = 12.00, SD = 9.99). Participants filled in four questionnaires: Maslach Burnout Inventory, Coaching Efficacy Scale. The questionnaire of adaptive and maladaptive perfectionism, and Preferred Management Style Questionnaire. Results Coaches reported experiencing low levels of emotional exhaustion and depersonalisation, but high level of reduced sense of personal accomplishments. The latter was observed in 61.06% of respondents. The correlates of individual dimensions of burnout turned out to be: (a) emotional exhaustion – gender, age, deriving financial satisfaction from one’s job, motivation efficacy, maladaptive perfectionism, democratic management style, and the nature of competition; (b) depersonalisation – deriving financial satisfaction from one’s job, building character efficacy, maladaptive perfectionism, democratic, autocratic and liberal management styles; (c) reduced sense of personal accomplishments – deriving financial satisfaction from one’s job, motivation efficacy, game strategy efficacy, maladaptive perfectionism, and democratic management style. Conclusions Our study suggests that sport coaches are not emotionally exhausted and do not depersonalise their charges, but are professionally undervalued. This phenomenon is related to several personal and situational variables. [ABSTRACT FROM AUTHOR]

This article discusses a study which examined the impact of perceived gender discrimination on promotional opportunities of male and female coaches. The study obtained its respondents' age, education level, gender, marital status and coaching experience. Using a stratified random sample of head coaches, the study's respondents showed low to moderate levels of perceived gender discrimination and perceived promotional opportunities.

This paper engages with feminist cultural studies to illustrate how a cultural analysis of the coaching structure can contribute to our understanding of the underrepresentation of women in high performance coaching roles. Through the use of qualitative interviews with elite women coaches based in the UK, I highlight how the current coaching infrastructure and philosophies neglect women's potential and marginalise their position. My analysis of the interviews revealed that the participants report minimal or inappropriate coaching opportunities for women coaches. The participants were also provided little incentive, recognition or educational support to facilitate their development. Rather than a 'glass ceiling', I argue that women's progress through coaching is more comparable to a 'bottle neck' analogy whereby as women advance, most are excluded from positions of power through flawed pathways and few chances to coach. I conclude that the failures of the various UK sporting governing bodies to provide adequate coach development and education for women coaches are indicative of the gendered culture and organisation of sport. [ABSTRACT FROM AUTHOR]

Copyright of Zeitschrift für Sportpsychologie is the property of Hogrefe Verlag GmbH & Co. KG and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The articles presents a comparative study done between the qualities of male and female coaches in Georgia high schools. A brief historical background since the introduction of Title IX by the Congress in 1972 on high school coaches in Georgia is discussed. The methodology done in the study is explained in detailed as well as the results and analysis obtained from the research showing the qualification of males are exceeded by females in several areas.

According to previous work in the coaching field, job satisfaction has been found to be an important work related variable, critical to retention and turnover of female coaches [Chelladurai, P., and E. Ogasawara. (2003). “Satisfaction and Commitment of American and Japanese Collegiate Coaches.” Journal of Sport Management 17, 62–73; Sagas, M., and F.B. Ashley. (2001). “Gender Differences in the Intent to Leave Coaching: Testing the Role of Personal, External, and Work-Related Variables.” International Journal of Sport Management 2(4), 297–313]. The current study provides a better understanding of the work environment of coaches of girls’ sports by combining satisfaction and comparisons used in this process. Male and female coaches (n = 202) employed full-time at Texas public high schools completed a questionnaire containing the Job Descriptive Index [Smith, P.C., L.M. Kendall, and C.C. Hulin. (1969). The Measurement of Satisfaction in Work and Retirement. New York: Rand McNally.], the Job In General (Ironson et al., 1997), a referent comparison instrument, and demographic information. The findings indicated significant satisfaction differences based on gender and comparison other. [ABSTRACT FROM AUTHOR]

The decline in the proportion of female head coaches in the intercollegiate ranks is one of the most significant issues in the realm of women's sports today. To extend the body of research that has studied this topic, we investigated the impact relational demographic effects on the work attitudes of coaches, which differs from previous research that has generally studied only categorical demography (e.g., gender effects). Current assistant coaches in four intercollegiate women's sports teams (basketball, volleyball, softball, and soccer) were surveyed (N = 400). The impact of six different relational demographics was assessed on the two important work-related outcomes of perceived supervisor support and head coaching aspirations. Results indicated that with regard to relational demographics it appears that demographic diversity in dyadic relationships does not appear to be hindering the careers of assistant coaches as relational effects were not found in either of the outcomes. [ABSTRACT FROM AUTHOR]

In order to examine the role-modeling patterns of female athletes, 94 high school and 71 college basketball players were surveyed regarding (a) which player they most emulated, (b) perceptions regarding male vs. female coaches as role models, and (c) preferred gender of coach. High school subjects showed a greater tendency to emulate another player, and the significant majority of player role models were female. High school subjects who perceived a difference considered female coaches to be superior role models, and the 52% with a preference favored a female coach. However, the college subjects who perceived a difference, regarded male coaches as better examples of what they wanted to be and the 42% with a preference favored a male coach. [ABSTRACT FROM AUTHOR]

The article presents a summary of a research study titled "Sex bias and the validity of believed differences between male and female interscholastic athletic coaches," published in the "Research Quarterly for Exercise and Sport." The study examined the validity of stereotypes about interscholastic coaches of female athletes. The stereotypes analysed were whether women are less competent than men, and whether women are more bound by family responsibilities than men. The issue of qualifications was evaluated through whether the coach had a relevant degree, years of experience in coaching, and high school and collegiate experience. The study found that more female coaches had physical education degrees, whereas more male coaches had more high school playing experience.

This article presents a discussion of the article "Commitment Looking for Opportunity" by B.L. Sisley, M.R. Weiss, H. Barber, and V. Ebbeck from the "Journal of Physical Education, Recreation & Dance." The authors studied why the rate of women coaching female sports teams has dropped to record lows, despite an increasing number of women competing in sports.

This article states that the declining numbers and percentages of female coaches is an area of concern within women's sports. Cynthia Hasbrook offers several explanations. It is believed this can be attributed to a difference in the philosophical beliefs of pre-Title IX and post-Title LX coaches. Hasbrook explains that pre-Title DC coaches were primarily trained as physical educators during a time when athletic participation for women was not highly valued, and many of these coaches lacked personal competitive sporting experiences. Post-Title IX coaches wanted to stay active in athletics and meet the challenges of producing winning teams. On-the-job discrimination is another possible reason for why women have left coaching. Although there are no data to support this, one explanation is that administrators believed women could not handle the more demanding and competitive structure. Hasbrook also questions why coaching positions vacated by women have been filled by men, and why so many men have filled new head coaching positions of female teams. One potential explanation is that given the increased competitiveness of women's athletics, men are thought to be better able to handle such demand.

The purpose of this study was to explore the effects of homologous reproduction (Kanter, 1993) on the number of women serving as Sports Information Directors (SIDs) in intercollegiate athletics. Previous research has demonstrated that the dominant group (men) in power in sports systematically reproduces itself by hiring more men than women for coaching and administrative positions (Lovett and Lowry, 1994; Stangl and Kane, 1991). The result is the entrenchment of male hegemony (Schell and Rodriquez, 2000) in sport. This study analysed the administrative structure within NCAA athletic departments (n = 369) to determine if the sex of the Athletic Director (AD) influenced the sex of the Sports Information Director (SID). The findings suggested that ADs did engage in homologous activity. [ABSTRACT FROM AUTHOR]