Academic fraud violations in NCAA Division I sports are considered to be major violations if institutional staff members knowingly are involved in providing fraudulent academic credit for athletes (NCAA, 2014). The purpose of this study is to perform a comparative content analysis of NCAA D-I football and men's basketball academic fraud cases since 1990 using similar sources as the NCAA in gathering information for investigations. The researchers focus on violations of Bylaw 10.1 (b) and compare with similar academic fraud allegations not documented within the NCAA's Legislative Services Database (LSDBi). Findings indicate the most common forms of academic fraud include providing exam answers and/or writing assignments for athletes. Inconsistencies exist regarding the following: disassociation periods for individuals, accrediting letters, institutional probation, informing future athletes of sanctions, and paying of fines. As such, it can be inferred that the NCAA may use Fletcher's Theory of Situational Ethics in its decision making.
1 CHAPTER I. INTRODUCTION Young women have traditionally faced many obstacles in their efforts to prepare for and persist in male-dominated professions. Osipow (1973) suggests that discrimination women face in pay, promotions, and accessi bility of positions as a function of their sex, can be expected to influ ence female career development in ways not experienced by males. He further foun^ that the study of female career development had generally been ignored and that most theories have been formulated on the basis of men's careers and their problems. In a study of women in scientific professions. Roe (1966) concluded that women in all scientific fields receive little encouragement during their preparation, and face various degrees of discrimination. Zuckerman and Cole (1975) reported that un founded stereotypes affect women's aspirations, access to higher educa tion, and willingness to embark on demanding scientific and technical careers in undergraduate study. They also found that women who enter scientific fields are concentrated in nonsupervisory positions and often face discrimination in matters of rank. Osipow (1973) has recognized a major problem in female developmental theory as being the small samples of women within certain professions. Scully (1979) reported an 80.9 percent rise in the number of doctoral degrees awarded to women since 1971. Of 8,313 degrees awarded in 1978, 26.9 percent were awarded to women. The 1975-76 United States Department of Health, Education, and Welfare report on degrees conferred by insti tutions of higher education indicate a rapidly rising trend toward the Inclusion of women in the professions during the 1970's. It is this 2 rapid influx of women into formerly male-dominated professions that now enables researchers to obtain adequate samples for study of noiitraditional women's career development. The medical profession has historically fought the notion of fe male physicians. In an 1871 presidential address to the American Medical Association, Dr. Alfred Stille announced to the membership: 'On the whole, then, we believe that all experience teaches that woman is characterized by a combination of distinctive qualities of which the most striking are uncertainty of rational judgment, capriciousness of sentiment, fickleness of purpose, and indecision of action, which totally unfit her for professional pursuits' (Schneider, 1977). Similarly, women veterinarians have historically been deterred in pro fessional training by selective school admission policies and have been discouraged by male practitioners' preconceptions of their abilities ("Women Veterinarians", 1974). There were few women.veterinarians during the first few decades of the century, with slow growth until 1969 ("Women Veterinarians," 1974). The 1975-76 academic year showed an increase of veterinary degrees conferred to women by 136 percent since 1971 (U.S. Department of H.E.W., 1977). While the recent growth in the admission of women to veterinary medicine indicates a change in veterinary admission policies, wome...
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