The Impact of an Authentic Sports Leadership Program for Coach

Purpose: This paper studies the effects of authentic sports leadership training on coaches' self-perception of their own authentic leadership, perceived justice, competence, overall self-efficacy, and collective efficacy. Additionally, players' perceptions of their coaches with respect to their authentic leadership, perceived justice, competence, collective efficacy, satisfaction with the coach, and support for basic psychological needs were analyzed.Design: Twenty-five football and handball coaches were randomly assigned to two groups. Fifteen coaches made up the experimental group that carried out the training leadership program, while 10 coaches made up the control group, carrying out no training whatsoever. A total of 248 football and handball players participated in this study; 136 were led by coaches who participated in the training program, and 112 by coaches who did not participate in the program.Results: The results of this study indicate that coaches' self-perception is positively influenced after having received training in the variables of authentic leadership, perceived justice, competence, overall self-efficacy, and collective efficacy. Players whose coaches were part of the program perceive them as being more competent as coaches.Conclusions: The effects of an authentic sports leadership training program are effective for coaches and players alike.

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EMPOWERING WOMEN AT THE HIGHER INSTITUTIONAL LEVEL: ANALYSIS OF BUSINESS EDUCATION AND LEADERSHIP TRAINING PROGRAM

Journal Business, Management and Economics Engineering ◽

10.3846/bmee.2021.13355 ◽

2021 ◽

Vol 19 (01) ◽

pp. 150-169

Author(s):

Summra Khalid ◽

Wang Dan ◽

Amir Sohail ◽

Wahid Raza ◽

Bushra Khalid ◽

...

Keyword(s):

Training Program ◽

Gender Stereotypes ◽

Leadership Training ◽

Business Education ◽

Cultural Context ◽

Training Programs ◽

Hard Core ◽

Rank Test ◽

Self Perception ◽

Institutional Level

Purpose – The research study aims to assess the women’s Business education and leadership training program at a higher institutional level in order to examine how the program impacts and contributes to women’s empowerment. Further, this research sought to explore women’s leadership training aspect that has not explicitly elucidated. Besides, this study looks upon women’s self-perception by empowering them with skills and leadership capabilities to change hard-core gender stereotypes in society. Research methodology – The sample size comprised of 82 enrolled female students in the training program. The qualitative statistics (i.e., three focus groups) evaluated with the Kirkpatrick model. The Wilcoxon signed-rank test was applied to compare pre-and post-training quantitative data (i.e., questionnaire). Effect size is measured to check the effectiveness of the training program. Findings – The post-training evaluation revealed higher scores in knowledge, tools, and leadership skills. The training program encouraged women to bring change in self-perception and gain confidence for transformative changes in society. Findings support the effectiveness of leadership education and training programs. Research limitations – This research conducted in a Pakistani patriarchal cultural context and one region of Pakistan (Punjab). Hence the results are carefully generalised. The long term outcomes of this leadership training program and women’s performance in the job market are not studied. Practical implications – Findings suggest that a training program positively affects women’s learning, knowledge, and behaviour. Training programs empower women with practical tools for self and business development. The program encouraged women to gain better insight into work-life challenges and enhance personal competencies to gain equal rights. Originality/Value – This research will significantly contribute to the relatively scarce literature on the effectiveness of women’s business education and leadership training programs at a higher institutional level in the Pakistani context for women empowerment.

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Perception of Coach According to the Role of Starter or Substitute in the Final Stage of the Season

Sustainability ◽

10.3390/su13126960 ◽

2021 ◽

Vol 13 (12) ◽

pp. 6960

Author(s):

Diego Soto ◽

Juan A. García-Herrero ◽

Rodrigo J. Carcedo

Keyword(s):

Leadership Style ◽

Authentic Leadership ◽

Psychological Needs ◽

Basic Psychological Needs ◽

Final Phase ◽

Perceived Justice ◽

Psychological Need ◽

Final Sample ◽

Leadership Competence

This paper examines the athletes’ perception of their coaches according to the role of starter or substitute in the final phase of the season. The variables analyzed were: leadership style, perceived justice, competence, and support for basic psychological needs. A longitudinal study was developed, evaluating the participants at two different stages: the end of the season and seven weeks before. A total of 112 football and handball players participated in this study, 78 completing the questionnaire at the two waves. The final sample comprised 51 starters (80.39% males) and 27 substitutes (70.37% males) who evaluated their coaches’ leadership, competence, and support of the players’ psychological needs. The interaction moment of measurement (seven weeks before the end of the season vs. end of the season) * group (starters vs. substitutes) was statistically significant for the variables authentic leadership, perceived justice, and the basic psychological need of competence. Post hoc analyses revealed a significant decline in the perception of authentic leadership from coaches, perceived justice, and support of the psychological need of competence at the end of the season only in those in a starter position, with no change observed in the substitutes group. The findings show that the perceptions of coaches among starting players deteriorates significantly in the final phase of the season, while those among substitutes remain unaffected.

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Etika Kepemimpinan Kristen dalam Perspektif Poskolonial: Studi Kasus Program Pelatihan Kepemimpinan dan Manajemen Mahasiswa di Universitas Kristen Duta Wacana

Gema Teologika Jurnal Teologi Kontekstual dan Filsafat Keilahian ◽

10.21460/gema.2020.51.409 ◽

2020 ◽

Vol 5 (1) ◽

pp. 49

Author(s):

Jeannette Josephine Mintardjo ◽

Yahya Wijaya

Keyword(s):

Training Program ◽

Leadership Training ◽

Leadership Program ◽

Post Colonial ◽

The World ◽

Management And Leadership

AbstractThis article explores leadership paradigms employed in the Management and Leadership Training Program for Students (P2KMM) in Universitas Kristen Duta Wacana. An evaluation of the leadership paradigm is important because it plays a determining role in whether a leader would be successful or failed ethically. Using post-colonial approach, this study focuses on the moral spirit acknowledged as the Duta Wacana Values, particularly the value of ‘Service to the World.’ As a part of the research, a fieldwork was carried out both by observation of 2017 P2KMM writing materials, as well as interviews with representatives of P2KMM committee and the student staff . The finding indicates that the said value tends to be overlooked in the UKDW leadership program for students. AbstrakArtikel ini adalah studi etika kepemimpinan dengan perspektif postkolonial. Yang diteliti adalah paradigma kepemimpinan yang digunakan dalam Program Pelatihan Kepemimpinan dan Manajemen Mahasiswa(P2KMM) di Universitas Kristen Duta Wacana. Pentingnya penilaian terhadap paradigma kepemimpinan terletak pada peran menentukan dari paradigm kepemimpinan dalam keberhasilan atau kegagalan etisseorang pemimpin. Menggunakan pendekatan poskolonial, artikel ini menyoroti serangkaian nilai-nilai moral yang diakui sebagai ‘Nilai-nilai Duta Wacana,’ khususnya nilai ‘Melayani Dunia.’ Sebagai bagian dari penelitian, dilakukan observasi terhadap materi P2KMM UKDW tahun 2017 dan wawancara terhadap perwakilan tim penyusun materi dan mahasiswa pendamping P2KMM. Temuan penelitian ini menunjukkan bahwa ‘Melayani Sesama,’ cenderung terabaikan dalam program pembentukan kepemimpinan mahasiswa UKDW.

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Validation of a health promotion leadership self-efficacy measure in Jewish and Palestinian women

European Journal of Public Health ◽

10.1093/eurpub/ckaa165.1119 ◽

2020 ◽

Vol 30 (Supplement_5) ◽

Author(s):

M Karjawlly ◽

K Greenberg ◽

M Nubani Husseini ◽

N Agbaria ◽

E leiter ◽

...

Keyword(s):

Health Promotion ◽

Construct Validity ◽

Training Program ◽

Leadership Training ◽

Content Validity ◽

Self Efficacy ◽

Small Sample ◽

Equation Modeling ◽

Cronbach’S Alpha ◽

Cronbach's Alpha

Abstract Background Health promotion (HP) leadership training is necessary to optimize health promotion in all sectors of society, and as in all interventions, there is a need for a measure to assess the effectiveness of leadership training and leadership self-efficacy. The current study aims to validate a 13-item self-report scale for use in health promotion leadership programs. The scale, in Hebrew and Arabic versions, assesses health-promotion leadership skills and self-efficacy (HPLSES). Methods Data for the Hebrew scale were collected as part of a leadership training program for women in Jerusalem and Beer Sheva workplaces (n = 38). The Arabic scale was administered as part of a healthy lifestyle and leadership training program conducted in community centers in East Jerusalem (n = 155). Data for both scales were collected at baseline and 6 months post-intervention. Validation of scales included a panel of experts to assess content validity, Cronbach's alpha to assess internal validity, and structural equation modeling (SEM) to assess construct validity. A specific model was designed to test predictive validity for both communities. Results Content validity was confirmed by a panel of experts. Preliminary correlation analysis between the instrument items showed high correlations for both time periods, which suggested difficulties in building distinct dimensions. Preliminary confirmatory models using exploratory/confirmatory models for the13 items showed reasonable loadings (Loading>0.65). We obtained acceptable goodness-of-fit to the empirical data (Cronbach's alpha=0.90). Conclusions This scale demonstrated acceptable content, internal and construct validity for addressing leadership self-efficacy. It can be used in the evaluation of HP leadership training. Caution is advised in generalizing the results for the Jewish sample given the small sample size. Key messages This scale has been validated as a measure for assessing leadership self-efficacy. The scale can be used in evaluation of health promotion leadership trainings for the same population.

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