Applying Career Construction Theory to Female National Collegiate Athletic Association Division I Conference Commissioners

Taylor, Elizabeth A.; Siegele, Jessica; Smith, Allison; Hardin, Robin

doi:10.1123/jsm.2017-0179

Cited by 25 publications

(16 citation statements)

References 52 publications

(77 reference statements)

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“…The questions in the interview guide related to (a) the participants' personal coaching history, (b) training and education as a coach, and (c) perceptions regarding the gender imbalance in the profession. The interview guide was constructed based on research conducted with women in sport leadership positions (e.g., Massengale, 2009;Norman, 2010;Taylor, Siegele, Smith, & Hardin, 2018). After conducting one pilot interview with a colleague who had retired from coaching, the interview guide was determined to reflect the intention of the study accurately.…”

Section: Data Collectionmentioning

confidence: 99%

“She is the Best Female Coach”: Female Swimming Coaches’ Experiences of Sexism

Siegele

Hardin²,

Taylor

et al. 2020

JIS

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Sport participation for women and girls is at an all-time high in the United States, but women are still widely underrepresented in leadership positions and coaching (Acosta & Carpenter, 2014). Women hold approximately 50% of head coaching positions of women’s teams in the National Collegiate Athletic Association, and only 18% of the head coaching positions of women’s swimming and diving teams (LaVoi & Silva-Breen, 2018). Numerous barriers have been identified through previous research on the factors that inhibit upward career mobility for female coaches. Semi-structured interviews were used to examine the career experiences of 21 current or former female swimming coaches at the NCAA Division I level. The theme of sexism in coaching was pervasive and identified in five different categories: (a) misidentification, (b) differential treatment, (c) isolation, (d) tokenism, and (e) motherhood. The sexism that female coaches experience hinders upward career mobility which can lead to career dissatisfaction and early exits from the field, contributing to the underrepresentation of women in the profession.

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Section: Data Collectionmentioning

confidence: 99%

“She is the Best Female Coach”: Female Swimming Coaches’ Experiences of Sexism

Siegele

Hardin²,

Taylor

et al. 2020

JIS

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“…The need to analyze the perceptions and experiences from current women leaders working at conference offices is apparent. Previous research has found women have found more success securing leadership positions at the conference office level in comparison to positions on member institution campuses (Taylor et al, 2018). Therefore, inquiry into the perceptions of women working in senior level positions in the conference offices could help provide practitioners an understanding of what could make the conference office different from member institution campuses.…”

Section: Review Of Literaturementioning

confidence: 99%

“…The trends presented in the tables above expand upon research reported by ESPN that women are more frequently at the helm of NCAA Division III athletic departments and less frequently at the NCAA Division I athletic director position (Voepel, 2017). However, a more recent study indicated women were finding success securing positions as conference commissioners at the NCAA Division I level (Taylor et al, 2018). As the gender disparity can be noticed both at the NCAA conference and member institution level, it is vital to gain insight into why such a disparity exists in the first place, as well as how the gender gap could be narrowed.…”

Section: Introductionmentioning

confidence: 99%

Senior Woman Administrators' Perceptions and Experiences of Women Serving in Leadership Positions in Conference Offices

Elliott¹,

Kellison²

2020

Journal of Applied Sport Management

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NCAA conference office Senior Woman Administrators (SWAs) were surveyed to gain their perspective on the gender disparity reported in intercollegiate athletics. The perceptions offered by the SWAs indicate the need for NCAA conference offices to implement professional development programming for women aimed at increasing management skills, developing best practice guidelines for including SWAs in athletic administration, and establishing mentor programs for women working on member institution campuses. Additionally, the results indicate directors of athletics need to create more meaningful opportunities for women to participate in decision making and include SWAs in meetings with coaches and other staff members.

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“…A barrier to career progression that is often cited is the need to balance or negotiate work with childcare responsibilities (Kamphoff, 2010;Kilty, 2006;Taylor et al, 2018). Often, women feel as though they have a greater share of childcare duties, find it difficult to achieve a work-life balance, and/or feel guilty about spending time away from the family (Harris et al, 2015;Mazerolle et al, 2015;Pfister & Radtke, 2009), all of which can be perceived as being career limiting.…”

Section: Multiple-role Conflictmentioning

confidence: 99%

“…One of the group members, for instance, stated: 'All the females that are in higher positions are in administrative roles' [Laura, graduate]. The disparity was most likely to be due to the nature of the participants' employment, or could have been due to the graduates accepting the normalcy of the discrimination, in a form of hegemonic masculinity (Fasting et al, 2017;Taylor et al, 2018).…”

Section: Lack Of Role Modelsmentioning

confidence: 99%

Opportunities and barriers that females face for study and employment in sport

Forsyth

Jones

Duval

et al. 2019

Journal of Hospitality, Leisure, Sport & Tourism Education

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The lack of women in graduate-level jobs in sport may be because of a lack of supply. Based on data from the Universities and Colleges Admissions Service for the UK (UCAS, 2017), the number of females applying and being accepted onto sport and exercise science courses is low. These figures are also decreasing. In 2016, 29% of applicants were female, compared to in 2007, when 34% were female; the same percentages were observed for acceptances (UCAS, 2017). In the US, there is a distinct lack of gender diversity in sport management programmes (as well as disproportion of Faculty/staff members), with nearly 40% of sport management programmes having a female student ratio of less than 20% (Floyd Jones, Brooks, & Mak, 2008). The low numbers of females completing sport-related degrees may contribute to the inequalities observed in the labour market. To explore why there are fewer females than males on sport-related courses and in sport-related employment at senior level, researchers have examined perceived barriers through interviews and questionnaires. Some similar theories have emerged from these studies to explain this gender disparity, including: gender stereotyping and gender discrimination; a perceived lack of self-confidence amongst females in achieving career success (Hartmann &

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Applying Career Construction Theory to Female National Collegiate Athletic Association Division I Conference Commissioners

Cited by 25 publications

References 52 publications

“She is the Best Female Coach”: Female Swimming Coaches’ Experiences of Sexism

“She is the Best Female Coach”: Female Swimming Coaches’ Experiences of Sexism

Senior Woman Administrators' Perceptions and Experiences of Women Serving in Leadership Positions in Conference Offices

Opportunities and barriers that females face for study and employment in sport

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