To Promote or Hire? How Racial Processes and Organizational Characteristics Affect Internal Promotions in NCAA Division I College Basketball Coaching

2019 ◽  
Author(s):  
Ryan Seebruck ◽  
Scott V Savage
Keyword(s):  
Organizational Behavior ◽  
Ncaa Division I ◽  
Division I ◽  
Head Coaches ◽  
Head Coach ◽  
Probit Regression ◽  
College Basketball ◽  
Organizational Perspective ◽  
The Individual ◽  
Internal Promotions

Abstract We use data from 2008–2013 on the universe of internal promotion opportunities in the labor market of NCAA Division I men's college basketball coaching to examine how race and racial homophily affect the likelihood of internal promotion. We run probit regression analyses from the individual and organizational perspective, offering a robust test of six hypotheses. In line with the relational inequality perspective, we find that the racial match of assistants and head coaches explains discrepancies in internal promotion, with homogeneous white pairings seeing significantly increased odds compared to other racial combinations. In addition, our findings reveal that colleges and universities are more likely to promote internally as the racial composition of the staff more closely matches the race of the outgoing head coach, thereby underscoring how racial processes inform the micro-level interactions that shape organizational behavior.

Career Pathways to NCAA Division I Women’s Basketball Head Coach Positions: Do Race and Gender Matter?

2019 ◽  
Vol 27 (2) ◽  
pp. 94-100 ◽  
Author(s):  
Leslie K. Larsen ◽  
Christopher J. Clayton
Keyword(s):  
Ncaa Division I ◽  
Women Of Color ◽  
White Women ◽  
Career Pathways ◽  
Division I ◽  
Head Coaches ◽  
Head Coach ◽  
Race And Gender ◽  
Women's Basketball ◽  
And Gender

In 2017–2018, more than 60% of NCAA Division I women’s basketball (DI WBB) players identified as women of color, while less than 17% of the head coaches of DI WBB teams identified as women of color. Larsen, Fisher, and Moret suggested differences in career pathways between black female head coaches and their white female and white and black male counterparts could be one explanation for the aforementioned discrepancy. However, there is currently limited research on the career pathways of DI WBB head coaches to support Larsen and colleagues’ hypothesis. Therefore, the purpose of this study was to analyze the career pathways of DI WBB head coaches to identify race and gender differences. To accomplish this, a content analysis was conducted on the online biographies of head coaches from all 351 DI WBB programs. Significant differences between groups were found in the number of years coaching in DI women’s basketball prior to receiving a first DI head coaching position; both white women (M = 6.97) and women of color (M = 7.94) had significantly more years in DI WBB coaching than white males (M = 4.95; F(3, 348) = 4.63, p = .003). Further, chi-square tests revealed a significant relationship between the race and gender of a coach and the highest level of playing experience and education. These results indicate that race and gender play a significant role in determining what pathway is required to obtain an DI WBB head coaching position. In addition to these research findings, practical implications are discussed.

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 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.

The Underrepresentation of African Americans in NCAA Division I-A Head Coaching Positions

2006 ◽  
Vol 20 (3) ◽  
pp. 387-413 ◽  
Author(s):  
George B. Cunningham ◽  
Jennifer E. Bruening ◽  
Thomas Straub
Keyword(s):  
African American ◽  
African Americans ◽  
Ncaa Division I ◽  
Turnover Intentions ◽  
American Football ◽  
Division I ◽  
Head Coach ◽  
Men's Basketball ◽  
Football Coaches ◽  
Basketball Coaches

The purpose of this study was to examine factors that contribute to the under representation of African Americans in head coaching positions. In Study 1, qualitative data were collected from assistant football (n= 41) and men’s basketball (n= 16) coaches to examine why coaches sought head coaching positions, barriers to obtaining such positions, and reasons for leaving the coaching profession. In Study 2, assistant football (n= 259) and men’s basketball coaches (n= 114) completed a questionnaire developed from Study 1. Results indicate that although there were no differences in desire to become a head coach, African Americans, relative to Whites, perceived race and opportunity as limiting their ability to obtain a head coaching position and had greater occupational turnover intentions. Context moderated the latter results, as the effects were stronger for African American football coaches than they were for African American basketball coaches. Results have practical implications for the advancement of African American football coaches into head coaching roles.

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.

Grappling with Growth: The Innovative Use of Traditional and New Media Marketing to Enhance Interactions with Consumers

2012 ◽  
Vol 1 (1) ◽  
pp. 23-29
Author(s):  
Coyte G. Cooper
Keyword(s):  
Social Media ◽  
New Media ◽  
Ncaa Division I ◽  
National Collegiate Athletic Association ◽  
Local Level ◽  
Division I ◽  
Annual Convention ◽  
Head Coach ◽  
Leadership Academy ◽  
Skill Sets

Upon being hired as an assistant wrestling coach at a National Collegiate Athletic Association (NCAA) Division I program, you have learned that your head coach has given you the task of spearheading the marketing efforts for the upcoming season. With little knowledge in this area, you have decided to apply to the National Wrestling Coaches Association (NWCA) Leadership Academy in August at their annual convention. After being accepted, you have learned that a primary emphasis of the academy is providing coaches with the skill sets necessary to be the CEO of their program. As you attend the different sessions at the academy, there are a variety of different traditional and new media marketing initiatives that are presented as potential strategies to grow programs at the local level. With a goal of increasing attendance and social media followers, you are now presented with the challenge of developing a plan to better market the program moving forward.

Hegemonic Masculinity and the Institutionalized Bias Toward Women in Men’s Collegiate Basketball: What Do Men Think?

2013 ◽  
Vol 27 (4) ◽  
pp. 303-315 ◽  
Author(s):  
Nefertiti A. Walker ◽  
Melanie L. Sartore-Baldwin
Keyword(s):  
Organizational Culture ◽  
Gender Inequality ◽  
Ncaa Division I ◽  
Division I ◽  
Women's College ◽  
Men's Basketball ◽  
Underrepresented Groups ◽  
Individual Agency ◽  
College Basketball ◽  
Basketball Coaches

Women coaching in men’s college basketball are anomalies. Whereas women occupy 58.3% of the head coaching positions for women’s college basketball teams, they possess a mere 0.01% of men’s college basketball head coaching positions (Zgonc, 2010). The purpose of this study was to investigate men’s basketball coaches’ perceptions and overall attitude toward women in the institution of men’s college basketball and within the male-dominated organizational culture of sport. In doing so, the authors provide insight of core participants (i.e., NCAA Division I men’s basketball coaches) who reinforce hypermasculine institutional norms to form impermeable cognitive institutions. Building on previous research, eight men’s basketball coaches were sampled using semistructured interviewing methods. Results suggested that men’s college basketball is hypermasculine, gender exclusive, and resistant to change. Given these findings, the authors propose sport managers should consider organizational culture and individual agency when developing policies that are sensitive to gender inequality and promote inclusion of underrepresented groups.

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