“Good Old Boys” and “Good Old Girls” Clubs: Myth or Reality?

1994 ◽  
Vol 8 (1) ◽  
pp. 27-35 ◽  
Author(s):  
Dorothy J. Lovett ◽  
Carla D. Lowry
Keyword(s):  
Title Ix ◽  
Athletic Directors ◽  
Women Coaches ◽  
Head Coaches ◽  
Dominant Group ◽  
Female Head ◽  
Dramatic Decline ◽  
Homologous Reproduction ◽  
Administrative Structures ◽  
Old Boys Network

Two reasons given for the dramatic decline in the percentage of women coaches since the passage of Title IX have been the effectiveness of the “good old boys” network and the lack or ineffectiveness of the “good old girls” network. With homologous reproduction used as a theoretical basis for these networks, 1,106 public secondary schools were surveyed to determine their administrative structures based on the sex of the principals and the athletic directors. Two types of administrative structures were identified with four models under each type. The numbers of male and female head coaches in the girls' athletics program under each administrative structure were determined and analyzed for independence. Significant differences were found between the different administrative models and the gender of the head coaches. Findings are discussed in terms of the prevailing administrative structures and the representation of females in coaching as a result of the dominant group reproducing itself.

Structural Variables That Offer Explanatory Power for the Underrepresentation of Women Coaches Since Title IX: The Case of Homologous Reproduction

1991 ◽  
Vol 8 (1) ◽  
pp. 47-60 ◽  
Author(s):  
Jane Marie Stangl ◽  
Mary Jo Kane
Keyword(s):  
Title Ix ◽  
Athletic Directors ◽  
Explanatory Power ◽  
Historical Context ◽  
Women Coaches ◽  
Head Coach ◽  
Athletic Director ◽  
Structural Variables ◽  
Homologous Reproduction ◽  
Underrepresentation Of Women

The dramatic decline of women coaches since Title IX has been well documented. This investigation examined how homologous reproduction has influenced the proportion of female to male head coaches within the historical context of Title IX. Homologous reproduction is a process whereby dominants reproduce themselves based on social and/or physical characteristics. Therefore the employment relationship between sex of athletic director and sex of head coach was considered. The sample included 937 public high schools for three Title IX time periods. Analysis of variance procedures indicated significant main effects for sex of athletic director and Title IX timeframe: Significantly more women were hired under female versus male athletic directors. However, there was also a significantly smaller proportion of female coaches in 1981-82 and 1988-89 compared to 1974-75. This latter pattern occurred under both female and male athletic directors. Findings are discussed in terms of analyzing employment practices toward females as manifestations of hegemony.

scholarly journals Are Female Supervisors More Female-Friendly?

2014 ◽  
Vol 104 (5) ◽  
pp. 370-375 ◽  
Author(s):  
Steven Bednar ◽  
Dora Gicheva
Keyword(s):  
Longitudinal Data ◽  
Ncaa Division I ◽  
Athletic Directors ◽  
Demographic Characteristics ◽  
Division I ◽  
Head Coaches ◽  
Female Head ◽  
Mentoring Relationship

We introduce the idea that easily inferable demographic characteristics such as gender may not be sufficient to define type in the supervisor-employee mentoring relationship. We use longitudinal data on athletic directors at NCAA Division I programs to identify through observed mobility the propensity of top-level administrators to hire and retain female head coaches, above and beyond an organization's culture. We show that supervisor gender appears to be unrelated to female friendliness in this setting. Overall, our findings indicate that more focus should be placed on the more complex manager type defined by attitudes in addition to attributes.

Who Is Coaching High School Girls’ Sport Teams?

2013 ◽  
Vol 6 (2) ◽  
pp. 27-64 ◽  
Author(s):  
Angela Lumpkin ◽  
Judy Favor ◽  
Lacole McPherson
Keyword(s):  
High School ◽  
Head Coaches ◽  
High School Sports ◽  
Female Head ◽  
School Sports ◽  
High School Girls ◽  
Sport Teams ◽  
Male Head ◽  
School Girls ◽  
Time Away

While the number of high school girls’ teams has dramatically increased since Title IX, the number of female head coaches has not. In the 10 most popular high school sports in 2011-2012, only three (volleyball, swimming and diving, and competitive spirit squads) had more than 44% female head coaches. The purpose of this study was to investigate whether females or males are coaching high school girls’ sport teams and whether female coaches are attaining head coaching positions in the most popular high school girls’ sports. Additionally, the study sought to understand better why males and females choose to become head coaches of high school girls’ sport teams and what factors might cause head high school girls’ coaches to resign from coaching. In the 21–30 age group, there were more female than male head coaches of girls’ teams, but after age 40, male head coaches vastly outnumbered female head coaches. Of the coaches with 12 or more years of experience, only 33% were females. Time away from family, player issues, inadequate compensation, and time away from other activities were the top reasons high school coaches might resign.

scholarly journals Are Women Coached by Women More Likely to Become Sport Coaches? Head Coach Gender and Female Collegiate Athletes’ Entry into the Coaching Profession

2019 ◽  
Vol 27 (2) ◽  
pp. 85-93 ◽  
Author(s):  
Matea Wasend ◽  
Nicole M. LaVoi
Keyword(s):  
Role Models ◽  
Female Athletes ◽  
Collegiate Athletes ◽  
Division I ◽  
Head Coaches ◽  
Head Coach ◽  
Entry Rate ◽  
Basketball Players ◽  
Female Head ◽  
Female Collegiate Athletes

A plethora of research on barriers facing women in the coaching profession exists, but less attention has been devoted to female student-athletes’ transition into coaching. Some research suggests that female athletes who are coached by women are more likely to become coaches. In the present study, existing research is extended by examining the relationship between collegiate female basketball players’ post-playing career behavior and the gender of their collegiate head coach. Two research questions are addressed: (1) Are female collegiate Division-I basketball players who are coached by female head coaches more likely to enter the coaching profession than athletes who are coached by men? And; (2) If female basketball players do enter coaching, are those who were coached by women more likely to persist in coaching? Collegiate head coach gender did not emerge as a significant predictor of athletes’ likelihood to enter coaching, but logistic regression indicated that athletes who did enter coaching were 4.1-times more likely to stay in coaching if they had a female head coach. This study extends the scarce and outdated body of research on the potential salience of same-sex coaching role models for female athletes and provides baseline data on collegiate athletes’ entry rate into coaching, lending support to advocacy aimed at reversing the current stagnation of women in the sport coaching profession.

scholarly journals Coaches’ Perspectives on their Roles in Facilitating the Personal Development of Student-Athletes

2016 ◽  
Vol 46 (1) ◽  
pp. 1-18
Author(s):  
Jenessa Banwell ◽  
Gretchen Kerr
Keyword(s):  
Qualitative Analysis ◽  
Personal Development ◽  
Student Athletes ◽  
Head Coaches ◽  
Structured Interviews ◽  
Male And Female ◽  
Female Head ◽  
Sport Programs

The purpose of this study was to investigate coaches’ perspectives on the personal development student-athletes experience through interuniversity sport. Additionally, it explored the ways in which coaches understand, enable, and facilitate the personal development of student-athletes. Eight in-depth, semi-structured interviews were conducted with male and female head coaches of Canadian Interuniversity Sport programs. A qualitative analysis of the data revealed that the coaches perceived the enhancement of student-athletes’ personal development to be an important part of their role. Despite this claim, the coaches had difficulty in defining personal development and articulating how they facilitated opportunities for athletes’ personal development through sport. The findings from this study have implications for future interuniversity sport programming.  

Career Implications of Having a Female-Friendly Supervisor

ILR Review ◽  
2017 ◽  
Vol 71 (2) ◽  
pp. 426-457 ◽  
Author(s):  
Steven Bednar ◽  
Dora Gicheva
Keyword(s):  
Gender Differences ◽  
Ncaa Division I ◽  
Athletic Directors ◽  
Division I ◽  
Head Coaches ◽  
Career Outcomes ◽  
Male And Female ◽  
Female Workers ◽  
Mentoring Model

The authors study how variations in supervisors’ attitudes toward working with females generate gender differences in workers’ observed career outcomes. The employment records of athletic directors and head coaches in a set of NCAA Division I programs provide longitudinal matched employer–worker data. Supervisors are observed at multiple establishments, which allows the authors to construct a measure of revealed type and to examine its role for the performance and turnover of lower-level employees. The authors observe that the careers of male and female workers progress differently depending on supervisor type in a way that is consistent with a type-based mentoring model. The results suggest that more focus should be placed on managerial attitudes revealed through actions in addition to observable attributes such as gender.

Extending the Kaleidoscope Career Model: Understanding Career Needs of Midcareer Elite Head Coaches

2020 ◽  
Vol 34 (6) ◽  
pp. 554-567 ◽  
Author(s):  
Shaina M. Dabbs ◽  
Jeffrey A. Graham ◽  
Marlene A. Dixon
Keyword(s):  
Management Strategies ◽  
Gender Diversity ◽  
Head Coaches ◽  
Career Experiences ◽  
Career Longevity ◽  
Female Head ◽  
Management Plans ◽  
Career Needs ◽  
Career Model ◽  
And Performance

Today’s workforce, with trends toward aging and greater gender diversity, looks dramatically different than past decades, creating a need to more closely examine the midcareer stages of employees. In sport, midcareer head coaches have developed a broad skill set and an ability to manage both internal and external stakeholders. Thus, they are valuable, experienced employees who have successfully navigated the coaching profession. Using the Kaleidoscope Career Model as a framework, this study explored male and female head coaches’ career experiences, needs, and management strategies in the midcareer stages. The findings indicate that coaches follow an alpha career pattern, prioritizing authenticity over balance and challenge. Yet, the participants suggested different approaches to achieving authenticity, balance, and challenge within the midcareer stages, which may be more nuanced than traditionally expected. Understanding these needs and management strategies are a necessary first step toward more nuanced theoretical understandings and customized human resource management plans that will enhance career longevity and performance.

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