Stigma Consciousness and Work Outcomes of Senior Woman Administrators: The Role of Workplace Incivility

Stigmas and incivility are common across all facets of sport, yet empirical examination is lacking, especially when it comes to women in leadership positions. In intercollegiate athletics, the senior woman administrator position is designated by the National Collegiate Athletic Association as the highest ranking woman serving the athletic department, so this study examined the extent to which stigma consciousness and workplace incivility impact the work outcomes of 234 senior woman administrators. Structural equation modeling and open-ended responses demonstrated that stigma consciousness is associated with higher perceived incivility, which is associated with lower job satisfaction and perceived organizational opportunity. Thus, stigma consciousness and workplace incivility not only operate as influential independent factors within the workplace setting, but stigma consciousness also serves as an antecedent to workplace incivility. Managerial strategies empowering professionals may help reduce stigmas, prevent uncivil behaviors in the workplace, and ultimately, improve outcomes.

Gendered Leadership Networks in the NCAA: Analyzing Affiliation Networks of Senior Woman Administrators and Athletic Directors

The purpose of this study is to examine and compare the informal networks of both senior woman administrators (SWAs) and athletic directors (ADs) within National Collegiate Athletic Association Division I institutions. Drawing on extant literature citing the underrepresentation of women in sport leadership positions, we incorporate a network approach to build and analyze affiliation networks of SWAs and ADs. Guided by the framework of Leadership in Networks, we argue that the social structures within which ADs and SWAs operate impact opportunities for leader emergence and leadership outcomes. By comparing the AD and SWA affiliation networks, we illustrate the differences in informal networks among men and women leaders in sport, highlighting how informal networks may contribute to the lack of women in sport leadership positions. Previous scholars have long cited an “old boys’ club” as a barrier to women achieving leadership positions, but we argue these studies have largely relied on dispositional evidence rather than methodological and analytical strategies designed specifically to examine relationships and the corresponding network structures. Our results indicate that the SWA network is far less cohesive than the AD networks, and the few women in the AD networks are largely located outside the center of the affiliation networks. Implications regarding the impact of informal networks on the underrepresented nature of women in leadership positions are discussed.

Title IX Compliance in NCAA Athletic Departments: Perceptions of Senior Woman Administrators

Title IX Compliance in NCAA Athletic Departments: Perceptions of Senior Woman AdministratorsPerceptions of Senior Woman Administrators (SWAs) were sought regarding the equal provision of 13 Title IX compliance areas in women's athletic programs as compared to men's. A five point agree/disagree Likert-scale survey was electronically mailed to all SWAs at National Collegiate Athletic Association (NCAA) membership institutions throughout the United States. Of the 841 surveys mailed, 406 were returned for a 48.3% return rate. The SWAs disagreed or strongly disagreed at the highest rates that the following five Title IX compliance areas were being provided for equally in the women's programs when compared to the men's: publicity (31.0%), locker room facilities (27.1%), coaching (20.0%), recruitment of student-athletes (15.4%), and equipment and supplies (14.7%). Significant differences between Likert-scale items of agreement/disagreement were found among the following SWA demographics: marital status, NCAA Division, years of experience, and reporting structure. The SWAs agreed or strongly agreed that the 13 Title IX compliance areas were being provided for equally in the women's programs when compared to the men's at the following rates: housing & dining facilities (84.4%), medical & training facilities (84.3%), scheduling of games (81.1%), travel & per diem allowances (80.5%), practice facilities (78.7%), competitive facilities (78.4%), equipment and supplies (77.7%), support services (76.0%), tutoring (74.3%), recruitment of student-athletes (73.2%), coaching (70.3%), locker room facilities (63.2%), and publicity (55.3%).