Over the last three decades, Major League Baseball has often served as a natural setting for the study of discrimination in the workforce. Much of this research has found that salary discrimination has all but disappeared in Major League Baseball. However, an issue that remains unresolved is whether salary discrimination can be found among players who are not eligible for free agency. The important theoretical question raised here is whether market constraints on competition for labor encourage wage discrimination. The purpose of this study was to examine this issue by using recent data. Our results suggest that race is not a significant predictor of compensation, even among players who are not eligible for free agency. Two interpretations of these findings are presented, as well as implications for social policy.
Parbudyal Singh, Allen Sack and Ronald Dick
Janet B. Parks and Michael E. Bartley
Scholarship expectations of many universities in the United States are becoming more stringent. The purpose of this study was to examine variables associated with the scholarship of the sport management professoriate. The participants were 266 of the 422 academics in the NASPE-NASSM Sport Management Program List (1991). Chi-square tests of independence (alpha < .004) revealed slight tendencies for (a) younger faculty to have doctorates in areas such as sport management, psychology/sociology of sport, and legal aspects of sport rather than in physical education; (b) younger faculty to have more publications than older faculty; (c) women to be concentrated in the lower ranks and salary ranges; and (d) movement toward gender parity in rank and salary. This study should be replicated in 5 years to discover if these tendencies were precursors of trends.
Peter von Allmen, Michael Leeds and Julian Malakorn
We add to the literature on migration and earnings by showing how migration affects one particularly highly skilled set of migrants: European hockey players. We examine salary differentials using a sample of newly signed free agents from the 2010-11 and 2011-12 seasons. We also apply several new productivity measures that sharpen the specification of the wage equation, especially regarding productivity on defense and special teams play. We find that European players receive a premium relative to otherwise identical Canadian and US-born players. We present evidence that this premium is due to the greater mobility of European players and their resulting access to alternative employment possibilities.
Brent Douglas McDonald
This article is based on a larger ethnographic project that examines the construction of gendered identity within a Japanese men’s rowing club. For members, notions of masculinity and Japanese identity converge to the point of naturalization. The embodied experience of being a rower is underpinned by the cultural artifacts of hierarchy, social positioning, and group membership. Membership in university rowing clubs somatizes and naturalizes the valued characteristics associated with salary-man identity (duty, loyalty, self-sacrifice, mental and physical endurance) to the point of common sense. The resultant masculine identity is congruent with forms of hegemonic masculinity that are critical for successful employment in company-centered Japan.
Daniel F. Mahony, Michael Mondello, Mary A. Hums and Michael Judd
The growth of sport management has led to concerns about the quantity and quality of candidates for faculty positions. In addition to trying to recruit recent doctoral graduates, many programs focus on recruiting established faculty members. This study examines factors affecting the willingness of sport management faculty to accept new positions, and the likelihood of leaving their current positions. While the likelihood of leaving was not high, objective factors such as salary and location were important to those willing to take a new position. Subjective factors such as fit within the program and quality of faculty in the program were also important, whereas several factors were less important (e.g., recruiter description, recruiter approach, and leadership opportunities). Results confirm that attracting faculty in sport management is challenging and universities must consider a combination of strategies to attract them.
William B. Anderson
The owners of professional basketball teams in the National Basketball Association (NBA) and the American Basketball Association (ABA) wanted to merge the 2 leagues because a war between them over players had led to escalating salaries. The National Basketball Players Association (NBPA) responded with a lawsuit to block the merger citing antitrust regulations. When the owners went to Congress to ask for a special antitrust exemption, they were denied. This case study discusses the impact of communication on legislative lobbying, specifically how the NBPA used direct and indirect lobbying techniques to block the first NBA–ABA merger attempt. This case study offers a means to understand how and why some entities succeed in their public debates, while others fail. For the scholar, this case study adds to the limited literature on legislative lobbying from a communication perspective. For the practitioner, this study provides some guidelines for the effective use of lobbying.
Erica L. Carleton, Julian Barling, Amy M. Christie, Melissa Trivisonno, Kelsey Tulloch and Mark R. Beauchamp
Based on the contention that leadership has sustained effects on followers even after the leader–follower relationship has ended, we investigated the career-long effects of abusive coach leadership on athlete aggression and task performance. Abusive leadership scores were derived from ratings by two independent raters’ evaluations of coaches’ biographies, and athlete aggression and task performance data were derived from objective sources. Data were obtained from players (N = 693) and coaches (N = 57) involved in the National Basketball Association (NBA) between the 2000–2001 and 2005–2006 seasons. Controlling for tenure, salary, team winning percentage, and absence due to injuries, multilevel modeling showed that exposure to abusive leadership influenced both the trajectory of psychological aggression and task performance over players’ careers. These findings suggest that the effects of abusive leadership extend far longer than currently acknowledged, thus furthering our understanding of the nature and effects of abusive leadership.
Robert P. Mathner and Christina L.L. Martin
The study sought to examine the accuracy of sport management students’ perceptions of career expectations when compared with perceptions of sport management practitioners. A secondary purpose of the study was to analyze differences in such perceptions over a thirteen year period, comparing only graduate students’ and practitioners’ perceptions. The sample (N = 544) was inclusive of sport management graduate and undergraduate students and sport management industry practitioners. Two stages were used to gather data (1996 and 2010 data collection periods), thus slightly different collection procedures were used. Overall results indicate that significant differences existed between the students’ and practitioners’ perspectives regarding multiple areas: salary expectations, time until first sport management job, time before advancement opportunities, and others. Implications from this study will allow sport management advisors, faculty, and students to have a reference for current industry career trends. With this, students can be better informed and equipped to make career decisions.
Yuhei Inoue, Jose M. Plehn-Dujowich, Aubrey Kent and Steve Swanson
Despite the escalation of football coaches’ salaries at National Collegiate Athletic Association (NCAA) Football Bowl Subdivision (FBS) institutions, little empirical investigation has been undertaken to identify the determinants of their compensation. As such, the purpose of this study is to explain how the level of coaching compensation is determined based on three theoretical perspectives in managerial compensation: marginal productivity theory, human capital theory, and managerialism. The analysis of compensation data of head football coaches at FBS institutions in 2006–2007 shows that the maximum total compensation of these coaches increases with their past performance. The results further reveal that coaches with greater human capital tend to receive a compensation package where bonuses account for a smaller proportion of the maximum total compensation. Overall, these findings mostly confirm the predictions drawn from managerial productivity theory, human capital theory and managerialism.
Samuel Y. Todd, T. Russell Crook and Anthony G. Barilla
Most data involving organizations are hierarchical in nature and often contain variables measured at multiple levels of analysis. Hierarchical linear modeling (HLM) is a relatively new and innovative statistical method that organizational scientists have used to alleviate some common problems associated with multilevel data, thus advancing our understanding of organizations. This article presents a broad overview of HLM’s logic through an empirical analysis and outlines how its use can strengthen sport management research. For illustration purposes, we use both HLM and the traditional linear regression model to analyze how organizational and individual factors in Major League Baseball impact individual players’ salaries. A key implication is that, depending on the method, parameter estimates differ because of the multilevel data structure and, thus, findings differ. We explain these differences and conclude by presenting theoretical discussions from strategic management and consumer behavior to provide a potential research agenda for sport management scholars.