Professional commitment has been studied in multiple settings, yet little is known about the professional sport setting. A total of 27 male athletic trainers, employed full time in the professional sport setting, participated in this study. Our participants were 34 years old (range 30–58), with 21 ± 7 years of experience as a certified athletic trainer, and more than 17 ± 7 years of experience in the professional setting. We conducted online asynchronous interviews. All data were analyzed following an interpretative approach. Data saturation was met, and we used a peer review and researcher triangulation. Barriers to professional commitment included time away from family/home and negative work environment. The facilitators to professional commitment were competition, positive work environment, and off-season professional development. The professional sport setting is unique, much like the collegiate setting, and thus our findings highlight that time away and a negative workplace atmosphere can reduce an athletic trainer’s commitment. Commitment to the profession, however, is enhanced within this setting because of the chance to be around the high level of competition, as well as the chance to have time for professional development.
Stephanie M. Mazerolle and Chantel Hunter
NATA Professional Development Center is Always Open With 2019 being a reporting year, don’t forget to visit the NATA Professional Development Center (PDC) to earn CEUs. Although the deadline is Dec. 31, the PDC is open year-round and offers a wide range of courses on topics you encounter in your
Brad Vickers and Brendon Hale
The knowledge and experience acquired in Continued Professional Development (CPD) is considered self-development and is dependent upon the individual’s perception of control over professional growth (Chalofsky, 1990). The purpose of this study was to analyze coaches’ self-development perceptions through Chalofsky’s (1990) eight constructs. An inductive analysis revealed that novice coaches lacked responsibility for self-development and believed the head coach to be responsible for athlete results. Intermediate coaches had increased perception of control that enabled them to use their own coaching styles as they relied on experiences and daily reflection to improve. Similarly, expert coaches perceived full responsibility for their self-development, and realized the dependence of their assistant coaches as well. The findings supported Chalofsky’s (1990) contention that self-development is dependent upon individual perception of control.
Graham Cuskelly and Christopher J. Auld
This investigation examined the perceived importance of a range of occupational responsibilities of sport and recreation managers and whether there were differences according to the organizational setting. A self-administered mail questionnaire was sent to 196 sport and recreation managers in Queensland, Australia; there was an effective response rate of 124 (69%). The results indicated that the job responsibilities perceived as most important were public relations, financial management, program planning and management, and interpersonal communication. Significant differences were found between managers in different work settings. It was also evident that there were commonalities in the perceived importance of job competencies between the United States and Australia. The study concluded that there have been generally consistent findings about the perceived importance of job competencies, and that different sectors of the sport industry require different emphases in curricula development and professional development programs.
Paul Jansma and Paul Surburg
This paper focuses on competency guidelines related to adapted physical education Ph.D. professional preparation in the United States with an emphasis on educational models and different orientations applicable to doctoral professional preparation. Key literature and related information are provided on teacher reform, standards, and competencies, with an emphasis on adapted physical education. The method of development, refinement, validation, and endorsement of the doctoral competencies over the course of this 6-year project precedes the listing of the final 79 competencies across two generic areas (adapted physical educator, researcher) and four other competency areas (administrator, movement scientist, advocate, pedagogue). The paper concludes with a discussion of quality control, doctoral program commonality and diversity, future competency guideline refinement efforts, and postgraduation professional development.
Stephanie M. Mazerolle, William A. Pitney and Ashley Goodman
Edited by Jatin Ambegaonkar
Retention factors for athletic trainers (ATs) generally include autonomy, work-life balance, and job satisfaction, but little is known specifically about the position of Head AT.
To investigate factors that influence retention of the Head AT in a leadership role.
A qualitative study that employed structured interviews.
Patients or Other Participants:
18 Head ATs (13 males, 5 females; 44 ± 8 years of age; 22 ± 7 years of experience in the role) participated.
Data Collection and Analysis:
Participants responded to a series of questions presented through an online interview. The data were analyzed through a general inductive approach.
Two key retention factors that were identified by the analysis were enjoyment of the work setting and professional motivation.
Head ATs remain in their positions due to rewarding relationships with staff members and student-athletes. A commitment to lifelong learning for professional development also exerts a positive influence for retention.
Susan E. Inglis
The status and representation of women in university sport continues to be an area of concern and responsibility for the athletic administrator. This paper presents a description of the major philosophical and organizational changes that have occurred with the governance of women’s intercollegiate sport. Data from American and Canadian studies describing the involvement patterns of women in university sport are presented, and areas for reform that will increase the status and representation of women in university sport are put forward. Three areas for reform presented include (a) securing commitment to change, (b) improving professional preparations in career planning for women at high school and university levels who aspire to careers in athletics, as well as professional development for women currently involved in athletic administration, and (c) gaining support from academic areas in the identification of effective, positive change for women in university sport.
Jeffery P. Simons and Mark B. Andersen
The history and development of applied sport psychology practice has not received the same attention and documentation as that of academic sport psychology. After a brief introduction to the literature on the history and professional development of applied sport psychology, some personal perspectives from consultants who have been practicing “in the field” over the last two to four decades are provided. Eleven well-known practitioners discuss how they got started, how their consulting has developed, what significant experiences they have had, and what lessons they have learned along the way. They relate their views on the progression of professional practice and what the future may hold. Finally, they offer some encouragement, cautions, and words of wisdom for fellow and future colleagues in sport psychology consulting.
Brendan Cropley, Andrew Miles, Sheldon Hanton and Ailsa Niven
This article offers an exploration of factors that influence the effectiveness of applied sport psychology delivery through reflection on a series of consulting experiences. Knowledge gained by a British Association of Sport and Exercise Sciences (BASES) trainee sport psychologist (Cropley), through a process of reflective practice during the first year of supervised experience, is presented around a number of themes that have emerged from current literature regarding the characteristics of effective service providers (A. Anderson, A. Miles, P. Robinson, & C. Mahoney, 2004). It is argued that reflection improves self-awareness and generates knowledge in action that can enhance the delivery of applied sport psychology. Support is therefore provided for the adoption of reflective practice as a tool for personal and professional development.
Pete Lindsay and Owen Thomas
The mass media focus on sporting events (Kristiansen, Hanstad, & Roberts, 2011), coupled with the interest in reporting the psychological aspects of sporting performance (Jones, 2005) can place practitioners in stressful situations (Fletcher, Rumbold, Tester, & Coombes, 2011). Concerns over “misrepresentation,” “misquotation,” “misinterpretation,” and being “incorrectly reported or understood” by the media can be at odds with a practitioner’s honest desire to disseminate findings and provide informed commentaries related to the discipline. This article aims to highlight the ethical, professional and personal challenges faced by Pete Lindsay while working as the resident sport psychologist for an international television broadcaster during a World championship sporting event. The autoethnographic account provides a series of reflective fragments that were abstracted from professional development documentation, supervisory meeting records of the time, and the authors recalled reflections of when Pete undertook the role. Practical implications for the training and certification of practitioners in relation to working within the media are considered.