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Shaun Edmonds, Nancy L. Malcom, Christina M. Gipson, and Hannah Bennett

Following the racist comments of the then CEO and CrossFit co-founder Greg Glassman concerning the murder of George Floyd, CrossFit affiliates took to social media to repudiate his statements. Throughout their social media posts, these affiliates struggled with their relationship to the CrossFit brand, the imagined CrossFit community, and the community formed in their local box. Using qualitative thematic analysis of CrossFit affiliates’ Facebook and Instagram posts made during June 2020, we find that the affiliates had a range of responses that included silence, reconsideration of their affiliate status, and social activism. Furthermore, we find that the affiliates’ focus on (re)defining community served to deflect from deeper discussions of systemic racism within CrossFit and the CrossFit community.

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Christopher M. McLeod and Nola Agha

Pay fairness and human capital theories make different predictions about trainees’ occupational turnover in situations where trainees perceive unfair pay but receive huge potential returns from training. Therefore, the purpose of this study was to examine how pay fairness and human capital investment combined to explain why trainees are motivated to persist in employment when they perceive unfair pay. Cross-sectional survey data from 144 minor league baseball players showed that athletes perceived unfair pay but had low occupational turnover intentions because they perceived high learning achievement and expected to play in Major League Baseball eventually. Perceptions of unfair pay only increased occupational turnover intentions under certain conditions, such as when athletes had low expectations of playing at least one game in Major League Baseball in the next 3 years. The results support a framework that combines human capital theory and pay fairness theories to explain boundary conditions for trainee motivation.

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Wendy O’Brien, Tracy Taylor, Clare Hanlon, and Kristine Toohey

Professional team male-dominated sports have been built on masculine values; however, these values are challenged by the increasing number of women athletes entering this workplace. In this research, we explore the suitability and gender appropriateness of existing management processes and practices through three women’s professional and semiprofessional leagues. Drawing on a feminist perspective of continuum of care, players (n = 36) and organizational representatives (n = 28) were interviewed to gain insights into how athletes and organizations contend with their rapidly evolving workplaces. Framed around the values of affirmation, empowerment, and belonging, the continuum of care contrasts players’ everyday experiences of care with how organizations administer care. The research contributes through application of the feminist continuum of care. We present considerations for the management of female professional athletes in ways that are careful and an alternative value system that is affirmative, inclusive, and empowering.

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Gregg Twietmeyer and Tyler G. Johnson

Meritocracy continues to dominate conventional thinking in the postmodern West. Yet, recently, an increasing number of critics have highlighted how meritocracy has gone wrong. One such critic is Daniel Markovits, author of The Meritocracy Trap. In this article, we highlight the major themes of Markovits’s book, identify how the ideology of meritocracy has infiltrated kinesiology and sport, and then propose how to reconceptualize and redirect kinesiology toward a more humane and morally sound discipline, which can avoid the pitfalls of the meritocracy trap. Most notably, we propose that kinesiology should (a) recognize the frailty and temporality of humans, (b) embrace the wide middle of human skill performance capabilities, (c) value mid-level jobs and occupations such as physical education teaching and YMCA and/or city recreation department positions, and (d) redefine what counts as success.

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Yannick Kluch, Emma Calow, Eric M. Martin, Travis R. Scheadler, Andrew Mac Intosh, and Shannon Jolly

The goal of this study was to examine how athletes holding privileged racial identities understand their whiteness as they engage in racial justice activism. Drawing from 12 semistructured interviews with white collegiate athletes who have engaged in activism for racial justice, we identified four higher order themes which we situate within a broader discussion of how each theme either reinforces or disrupts racial power: articulations of (a) racial consciousness, (b) white privilege, (c) white empathy, and (d) white accountability. While the white accountability theme has the potential to disrupt racial power due to its relying on rigorous self-critique, the remaining themes pointed to limited understandings of the systemic nature of racism, which can thus inadvertently (re)produce white supremacy even when engaging in activism for racial justice. Limitations, implications, and future directions for research are discussed to empower more white athletes to reflect critically on whiteness and facilitate systemic change.

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Yvette L. Figueroa and Emily A. Roper

Women’s involvement in sport has been replete with challenges at all levels. In a similar vein, women in strength and conditioning (S&C) encounter workplace challenges at all levels. Given the lack of representation of women in S&C, it is important to delve into the potential contributing factors. The aim of this study was to gain a deeper understanding of women’s experiences in S&C. A total of 19 female S&C coaches at the collegiate level participated in our study. Participants were interviewed individually by both investigators via Zoom video calls using a semistructured interview guide. An overwhelming interest in participation among female S&C coaches allowed for interviews to be performed past the stage of saturation. Career experience among participants ranged from 4 to 26 years (M = 12.87 years). Results uncovered five central themes: (a) entrance into the S&C field and navigating a male-dominated culture, (b) appearance and presentation, (c) pressure to hire women, (d) support community and mentorship, and (e) family. Despite the perceived barriers described by these women, all participants stressed the love and passion each has for their career. The implications of this study are vital for administrators and athletic directors to advocate for greater representation of women in S&C and associated leadership positions.