The Amateur Boxing Association (ABA) is a Canadian provincial sport organization. Recently, the ABA has attempted many innovations in response to strong pressure for change. The success of these attempts has been mixed. This study uses Pettigrew, Ferlie and McKee's (1992) metaphor of context receptivity to explain this outcome variability. Context receptivity is a process-oriented perspective on organizational change behavior. This research is a qualitative, ethnographic case study focussing on two particular ABA innovations. One innovation failed; the other succeeded. These results are consistent with the expectations of context receptivity, which is a useful framework for understanding change outcomes in sport organizations.
Glynn M. McGehee, Armin A. Marquez, Beth A. Cianfrone and Timothy Kellison
Professional sport organizations and their stadiums often draw the attention of policy makers, developers, and ordinary citizens because of their reliance on public financing and their potential impact on surrounding neighborhoods and urban spaces. For example, from 2005 to 2016, 41 professional
Pamela Wicker, Kevin Filo and Graham Cuskelly
When community sport clubs are impacted by natural disasters, organizational resilience is critical to recovery. Within this study, organizational resilience is conceptualized as a function of robustness, redundancy, resourcefulness, and rapidity, and applied to community sport clubs. Using data from a survey of sport clubs (n = 200) in Queensland, Australia, the organizational resilience of affected clubs and their recovery from natural disasters (flooding, cyclone) was investigated. The findings show that clubs used human and financial resources predominantly in their recovery efforts. Organizational resilience, number of members, and the use of government grants had a significant positive effect on the extent of the club’s perceived overall recovery. Clubs providing equestrian, golf, and motor sports recovered to a significantly lower extent. Proactively pursuing government grants, suitable insurance coverage, and interorganizational relationships were identified as factors that assisted clubs in becoming more resilient. The measurement of resilience should be refined and expanded in future research.
NiCole R. Keith and Jared A. Russell
This article describes the characteristics of diversity within academia and professional organizations in general and specifically within Kinesiology departments and Kinesiology-related organizations. While other types of diversity exist, this article refers to diversity in terms of race/ethnicity, gender, age, physical capability, socioeconomic background, and/or sexual orientation. Two Kinesiology departments, within the context of their universities, in two different regions of the United States are presented as models of best practice to improve institutional diversity. Also presented are one detailed example and several general examples of methods by which Kinesiology-related professional organizations have developed intentional strategies to improve diversity in membership and leadership. Presented models could, at least in part, be used by administrators and leaders to improve diversity within academic institutions and professional organizations.
John Amis and Trevor Slack
Contingency theorists have consistently identified size as a major factor influencing the structure of an organization. This study examines the size-structure relationship in a set of voluntary sport organizations (VSOs). The results of the study generally support the trends identified in the organization theory literature; they also demonstrate that VSOs have unique features that influence the effect that size has on their structural arrangements. This is most noticeable when the association, or more specifically the lack of association, between size and the structure of decision making is examined. The relationship between professionals and volunteers, and their associated struggle for control of these organizations, is identified as a principal factor contributing to this situation.
David Fletcher and Sheldon Hanton
This study extends recent research investigating organizational stress in elite sport. Fourteen international performers (7 men and 7 women) from a wide range of sports were interviewed with regard to potential sources of organizational stress. Consistent with Woodman and Hardy’s (2001a) theoretical framework of organizational stress in sport, four main categories were examined: environmental issues, personal issues, leadership issues, and team issues. The main environmental issues that emerged were selection, finances, training environment, accommodation, travel, and competition environment. The main personal issues were nutrition, injury, and goals and expectations. The main leadership issues were coaches and coaching styles. The main team issues were team atmosphere, support network, roles, and communication. The findings are discussed in relation to previous research and in terms of their implications for sport organizations and personnel working with elite performers.
This paper discusses a model of providing a specialized employee assistance program, with psychological services that are far-reaching and beyond what traditional employee assistance programs offer. Three main areas in which services are deemed especially critical include working with the athletes to improve their sports performance using various mental skills techniques, providing personal counseling, and impacting the organization at an organizational level. Also discussed is the author’s current role with the team and management, both during the preseason and the official season. Further, the author evaluates his effectiveness as a sport psychology consultant and the problems encountered as well as the importance of developing and maintaining proper boundaries within the organization. In conclusion, issues related to the goodness of fit between the professional sport organization and the sport psychology consultant are addressed.
Although it is well accepted that organizational stories communicate cultural meaning, little is known about their optimal composition for memorability and subsequent transmission. This interpretive study sought to explore the features of organizational stories which contribute to their cognitive optimality. Boyer’s (1994, 2001) cognitive optimality hypothesis was employed, which predicts the presence of minimally counter- intuitive (MCI) concepts in culturally recurrent stories. Employing a sample of nine Australian sport organizations, 27 in-depth interviews were conducted. The organizational stories collected in this research, when defined by Gabriel’s (2000) criteria, contained MCI concepts. The data analysis revealed three emergent codes that reflect the cognitive structure of MCI concept organizational stories: Agency, Membership Markers, and Ritual. This article extends cognitive optimality theory by demonstrating how it can be employed to understand the mechanisms underpinning the cultural transmission of concepts. It adds to theoretical explanations seeking to explain the construction and composition of sport organizational culture by predicting a heavier density of counterintuitive content in stories and other cultural content.
Sarah Oxford and Fiona McLachlan
saying he did not want to be associated as a man who uses those terms. He argued that girls are included and equal in all aspects of his life, and that his participation in the organization had changed him: “If they played, I played, but it was not the same as it is now [in VIDA] where the boys will say
The purpose of this article is to understand change in community sport organizations (CSOs) by examining the introduction of spontaneous sport activities labeled “drive-in sport” in six Swedish CSOs. Drawing on the theoretical concepts of translation and organizational identity, data from 10 interviews were analyzed to answer how, why, and with what consequences, in terms of organizational change, the focal CSOs interpreted and acted upon the idea of drive-in sport. The findings show that while drive-in sport initially may seem to have changed the CSOs, a closer examination reveals a reproduction of their organizational identities. The findings are discussed in relation to the alignment of the drive-in sport idea with the CSOs’ core purpose and practices and with wider processes of change in the CSOs’ institutional context.