Weese (2002) recently expressed concerns about the faculty job market in sport management. The purpose of the current article is to examine and discuss both the number of doctoral students being produced and the adequacy of their preparation for faculty positions. The authors surveyed doctoral-program faculty and reviewed advertised open positions to provide the basis for observations regarding current and future issues relative to this job market. Whereas the authors found that approximately 70 jobs are advertised each year in sport management, doctoral programs produce only about 15 graduates annually, suggesting that the numbers produced are clearly insufficient. When examining the adequacy of the students’ preparation, the authors found research preparation is considered to be most important. Doctoral programs in sport management, however, also place high emphasis on teaching preparation. It is unclear whether these efforts are adequate to meet the needs of the students or the job market.

Burnout has been identified as a factor contributing to the continuing decline in the number of female coaches. The present study examined the perceived level of burnout in coaches of women’s teams in 2-year colleges using the Maslach Burnout Inventory (MBI) to measure burnout levels. The findings revealed significant gender differences on the Emotional Exhaustion subscale. The possible reasons for female coaches experiencing higher levels of burnout are discussed.

The growth of sport management has led to concerns about the quantity and quality of candidates for faculty positions. In addition to trying to recruit recent doctoral graduates, many programs focus on recruiting established faculty members. This study examines factors affecting the willingness of sport management faculty to accept new positions, and the likelihood of leaving their current positions. While the likelihood of leaving was not high, objective factors such as salary and location were important to those willing to take a new position. Subjective factors such as fi t within the program and quality of faculty in the program were also important, whereas several factors were less important (e.g., recruiter description, recruiter approach, and leadership opportunities). Results confi rm that attracting faculty in sport management is challenging and universities must consider a combination of strategies to attract them.

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Given recent evidence that a shortage of qualified candidates for PETE positions exists (Boyce & Rikard, 2008; Woods, Goc Karp, & Feltz, 2003), this dual purposed study was designed to examine the nature of and possible factors that may contribute to that shortage. The first purpose was to examine the results of searches from the perspectives of search chairs for PETE positions posted during the 2007–08 academic year. The second purpose was to determine K-12 teachers’ perceptions about pursuing advanced degrees and careers in PETE. Search chairs highlighted low numbers of qualified applicants and the need for strategies that improve the recruitment of individuals to choose PETE doctoral studies. The majority of teachers (52%) reported aspirations to continue their careers teaching at the K-12 level instead of pursuing teaching in higher education. Suggestions for policy reexamination in PETE doctoral programs related to hiring and recruitment are provided.