Sport event studies have demonstrated that relevant stakeholders must share objectives and coordinate efforts to leverage a large-scale sport event to secure positive legacies. However, the challenging and complex task of collaboration between networks of diverse organizational stakeholders to secure legacies has received little scholarly attention. In this conceptual paper, the authors explore, through a political economy lens, differences between the political economies of sports and sport events pertaining to mass sport participation legacies. The authors focus on the mesolevel and consider how divergences in political economy elements—structure and context, stakeholders and ideas/incentives, and bargaining processes—influence the likelihood of mass sport participation legacies from large-scale sport events. The authors suggest a need for event legacy stakeholders to engage more meaningfully with the complexities surrounding securing mass sport participation legacies. In addition, they provide pragmatic, actionable implications for policy and practice to assist stakeholders in addressing the challenges they face to maximize legacy outcomes.
Alana Thomson, Kristine Toohey, and Simon Darcy
Erianne A. Weight, Elizabeth Taylor, Matt R. Huml, and Marlene A. Dixon
As thousands of professionals are drawn to work in the sport industry known for celebrity, action, and excitement, a growing body of literature on the industry’s culture describes a field fraught with burnout, stress, and difficulty balancing work–family responsibilities. Given this contradiction, there is a need to better understand employee experiences. Thus, the authors utilized a human capital framework to develop employee archetypes. Results from a latent cluster analysis of National Collegiate Athletic Association athletics department employees (N = 4,324) revealed five distinct employee archetypes utilizing inputs related to human capital development and work experiences (e.g., work–family interface, work engagement, age). Consistent with creative nonfiction methodology, results are presented as composite narratives. Archetypes follow a career arc from early-career support staff to late-career senior leaders and portray an industry culture wherein the human capital is largely overworked, underpaid, and replete with personal sacrifice and regret.
Niels B. Feddersen, Robert Morris, Louise K. Storm, Martin A. Littlewood, and David J. Richardson
The purpose was to examine the power relations during a change of culture in an Olympic sports organization in the United Kingdom. The authors conducted a 16-month longitudinal study combining action research and grounded theory. The data collection included ethnography and a focus group discussion (n = 10) with athletes, coaches, parents, and the national governing body. The authors supplemented these with 26 interviews with stakeholders, and we analyzed the data using grounded theory. The core concept found was that power relations were further divided into systemic power and informational power. Systemic power (e.g., formal authority to reward or punish) denotes how the national governing bodies sought to implement change from the top-down and impose new strategies on the organization. The informational power (e.g., tacit feeling of oneness and belonging) represented how individuals and subunits mobilized coalitions to support or obstruct the sports organization’s agenda. Olympic sports organizations should consider the influence of power when undertaking a change of culture.
Fraser Carson, Clara McCormack, Paula McGovern, Samara Ralston, and Julia Walsh
This best practice paper reflects on a pilot coach education program designed for women coaching Australian Rules football. Focused on enhancing self-regulation, and underpinned by a growth mindset framework, the “Coach like a Woman” program was delivered to a selected group of female coaches either working in or having been identified with the potential to coach at high-performance levels. This manuscript describes the program content and discusses the key insights identified by the delivery team. Creating a community of practice encouraged the transfer of knowledge and experience between the enrolled coaches, which increased competence and self-confidence. Providing an understanding of behavioral tendencies enhanced positive self-talk and aided self-regulation by the coaches. The delivery of the program and challenges experienced are also discussed. This reflection on the program is provided to assist future developments in coach education.
Jacob K. Tingle, Brittany L. Jacobs, Lynn L. Ridinger, and Stacy Warner
Sporting culture often celebrates mental toughness and chides weakness, which can stigmatize mental health issues. While some sport organizations have prioritized addressing mental well-being, referees have been ignored. Referees work in high-pressure environments; thus, the need to understand, destigmatize, and normalize the conversation around mental health within the referee community and the larger sporting system is important. Because the prevalence of stress-related issues is greater for women, this study focused on female referees’ well-being, interviewing 20 female U.S. basketball referees via a hermeneutic phenomenological approach. Participants represented various geographical regions in the United States and officiated at levels ranging from high school to professional. Findings revealed Gendered Aggressions negatively impacted the referees, mental health issues are Stigmatized, and more Resources and Support are needed. Results also indicated that officiating can be Cathartic. Suggestions for addressing the referee shortage and improving the officiating experience are included.
Miriam E. Leary, Randy W. Bryner, and Oladipo O. Eddo
In response to the pandemic, kinesiology programs rose to the challenge of remote teaching by incorporating novel teaching and classroom approaches to ensure students continued to receive excellent instruction. This review identifies remote and hybrid teaching elements, many used by our two kinesiology programs, which showed promise during the pandemic. Using evidence and best practices, we argue for kinesiology programs to include these teaching strategies moving forward. Discussions focus on improving students’ success, learning, and matriculation into the vulnerable first year of college; rigorous teaching and assessment practices for laboratory and lecture classes in core curriculum; and remote capstone opportunities to prepare graduates for a postpandemic workforce. As we anticipate a physical return to campus, the strategies described here show promise for keeping kinesiology programs innovative and competitive in the emerging future of hybrid teaching in higher education.
Ting Liu, Michelle Hamilton, YuChun Chen, Katie Harris, and Rushali Pandya
Over the past decade, there has been a notable increase in interest in master’s education in the United States. However, not much attention has been paid to recruiting and retaining master’s students in the field of kinesiology. This article describes recruitment and retention strategies that have been successfully implemented in a kinesiology graduate program at a Hispanic-serving institution. Recruiting from undergraduate programs, removing use of the Graduate Record Examination (GRE) in graduate admissions, awarding graduate teaching assistantships, creating new programs that flow with the evolving workforce, actively promoting the program at other universities and conferences, and building partnership with other universities are described for recruiting quality master’s students. Establishing a peer/faculty mentorship program and building a strong student network/organization have been shown to have a positive impact on retention. Readers may pick and choose the strategies that work best with the student population, faculty, and other resources available in the program.
Laramie D. Taylor and Irena Acic
Magical thinking describes beliefs and reasoning processes that defy generally accepted principles of logic and causality. Researchers have identified a link between strength of identification with a favorite sports team and superstition, an expression of magical thinking. Research on fans of fictional narratives has suggested magical thinking more broadly may play a role in being a fan. The authors posed the question, what is the link between sports fanship and two specific types of magical thinking: magical ideation and sympathetic magic? In a survey of 214 adults, relationships between strength of sports fanship and magical ideation, sympathetic magic in a sports context, and sympathetic magic generally were explored. Belief in sympathetic magic with regard to sports figures was found to be prominent among sports fans. In addition, a positive relationship was observed between strength of sports fanship and strength of belief in both sympathetic magic generally and magical ideation. Implications are discussed in terms of recruitment of and marketing to potential and existing fans.
This article is based on a keynote address at the 2021 American Kinesiology Association’s Annual Leadership Workshop, for which I was asked to talk about the future of work in connection to higher education. I am familiar with the kinesiology field in my role as Dean of the School of Professional Advancement at Tulane University. This article touches on issues important to the field of kinesiology that may also be applied across other academic disciplines. Technology is changing the nature of work; the global pandemic has sped up the pace of that change. Beyond this, the potential for future pandemics and other transformational events and trends mean that work is in a state of permanent flux. Preparing students for future success in this environment requires educators to think more broadly and holistically about their roles. Higher education institutions also, arguably, have a responsibility not just to educate, but to model workplace culture.