Based on the tenets of role congruity theory, the current study examined the unequal representation of men and women in athletic administration positions. A total of 158 female and 118 male (n = 276) athletic administrators evaluated a male or female candidate for an athletic director, compliance director, or life skills director position within athletics. Participants indicated no significant differences in masculine ratings of male or female candidates and significant differences in feminine ratings for female candidates in the life skills position. Male and female candidates were perceived as similar in potential and likely success in all positions. Finally, the female candidate was evaluated as significantly less likely to be offered the athletic director position when compared with the male candidate.
Participation in mentoring is integral for advancement within sport organizations, particularly for women (Bower, 2009;Shaw, 2006). However, it is unclear how mentoring contributes to opportunities for career advancement or breakthroughs (e.g., opportunities for new functional roles, project oversight) (Mainiero, 1994). Therefore, the purpose of this study was to understand the role of mentoring as it pertains to career breakthroughs for women in intercollegiate athletic administration. This qualitative study included 51 focus group participants in athletic administration at NCAA-member institutions (divisions, I, II, and III). Results suggested mentoring as a critical factor in career advancement. Participants indicated having a mentor was highly desired. Mentoring relationships with someone internal and external to their respective athletic departments was important. However, there was little consensus on the benefits or drawbacks of having a mentor of the same or opposite sex. Implications and strategies for developing mentoring relationships are also discussed.
Women continue to be under-represented in administrative positions in intercollegiate athletics. Women in this study offered unique insights into challenges they face in the field. This study explored career profiles and challenges facing women working in intercollegiate athletic administration. The subjects were women working in intercollegiate athletic administration across National Collegiate Athletic Association (NCAA) divisions I, II, III; National Association of Intercollegiate Athletics (NAIA); National Christian College Athletic Association (NCCAA); Junior Colleges; and Canadian Colleges. The study, which utilized the Female Sport Manager Career Survey, posed two research questions: (a) what are the profiles of females working in athletic administration?, and (b) what are the gender specific greatest challenges that women working in intercollegiate athletic administration face? This study included all 1834 women working in intercollegiate athletic administration listed by the National Directory of College Athletics in 2012, of which 28.0% (N=514) provided usable responses. Frequencies were calculated for the demographics using SPSS 20.0 and the qualitative data were analyzed using HyperResearch 2.8. Several practical implications for women wanting to work in intercollegiate athletic administration originated from this study including developing networks, being prepared to balance work and family, being aware of stereotyping, and gaining as much experience as possible.
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