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Elaine M. Blinde and Susan L. Greendorfer

This paper is a synthesis of results from five separate studies examining how recent structural and philosophical changes in women’s intercollegiate sport programs may have altered the sport experience of female athletes. Based on both questionnaire and interview data, it was apparent that athletes participating in sport programs characterized by the greatest change (e.g., post-Title IX programs, programs of the 1980s, product-oriented sport models, and Division I programs of recent years) shared somewhat common experiences — with the presence of conflict being one of the most pervasive themes. Four types of conflict were identified: (a) value alienation, (b) role strain, (c) role conflict, and (d) exploitation. Each of these types of conflict is discussed and examples to substantiate the presence of each form of conflict are presented. Based upon the findings, it is suggested that the changing context and emphases of college sport may have exposed female athletes to different sets of circumstances, expectations, and experiences, thus altering the nature of the sport experience and bringing into question the educational legitimacy of college sport.

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J.D. DeFreese, Travis E. Dorsch and Travis A. Flitton

). Laursen and Collins ( 2009 ) argue that researchers may gain a more distilled picture of the parent–child relationship by measuring perceptions of the relational markers of warmth and conflict. Warmth is the tendency for the parent–child relationship to be characterized by supportive, affectionate, and

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Jennifer E. Bruening and Marlene A. Dixon

The current study examined, via online focus groups, the consequences of work–family conflict at work and at home with 41 mothers who are Division I head coaches. In addition, the authors focused on the coping mechanisms that these women used to achieve success at work and quality of life with family. Results revealed that work–family conflict influenced outcomes with work (e.g., staffing patterns, relationships with athletes, team performance), family (e.g., time spent and relationships with children and spouses or partners), and life (e.g., guilt and exhaustion, balance and perspective, weaving work and family). Coping mechanisms included stress relief, self-awareness, organization and time management, sacrificing aspects of work, support networks, flexibility with hours, and family-friendly policies and cultures. Implications are that the women work to promote change within their circle of influence. Although their efforts might not result in actual policy changes, over which they feel limited control, they might result in changes in perceptions and attitudes.

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Shannon Hamm-Kerwin and Alison Doherty

Conflict can significantly influence the performance of a group and the attitudes of their members. As with any organizational group, conflict is expected within the boards of nonprofit organizations. The purpose of this paper was to examine the nature of intragroup conflict in nonprofit sport boards, and its impact on perceived decision quality, board member satisfaction, and commitment to the board. Seventy-four provincial sport organization board members were surveyed. The results indicated that task, relationship, and process conflict were negatively related to decision quality, satisfaction, and commitment, and relationship conflict was the most influential variable on all three outcomes. The mediating effect of relationship conflict on the conflict to outcomes associations was also uncovered. The findings have implications for the management of relationship conflict in this context, as well as the management of task and process conflict which may trigger relationship conflict. Several areas for future research are presented.

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Elizabeth A. Taylor, Matt R. Huml and Marlene A. Dixon

model, workaholism and its potential to add value to existing sport management literature is explained. Then, the concepts of burnout and work–family conflict (WFC), particularly within a sport context, are reviewed and their relationship to workaholism is stipulated. Theoretical Framework Workaholism

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Jeffrey A. Graham and Marlene A. Dixon

). Scholars have called for a more balanced research agenda in regard to the sport industry in which the phenomena of work–family conflict (WFC) and work–family enrichment (WFE) are examined among men who are fathers ( Dixon & Bruening, 2007 ; Graham & Dixon, 2014 ; Schenewark & Dixon, 2012 ). This study

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Keita Kamijo and Yuji Takeda

The relationship of physical activity to trial-by-trial adjustments of response conflict was assessed using behavioral task performance, the N2 event-related brain potential component, and phase-locking values (PLVs) in a lower gamma band during a perceptual conflict task. Nineteen physically active and 19 inactive young adults (mean age = 21.3 years) performed a Navon task, using a global letter made up of local letters of either the same kind (congruent trials) or a different kind (incongruent trials). Findings revealed that active individuals exhibited smaller N2 amplitudes and greater PLVs on incongruent trials that were preceded by incongruent trials compared with those preceded by congruent trials. Such phenomena were not observed for inactive individuals. These results suggest that greater physical activity is associated with larger trial-bytrial adjustments of response conflict, which we attribute to upregulation of top-down cognitive control and reductions in response conflict.

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Bo Li, Olan K.M. Scott, Stirling Sharpe, Qingru Xu and Michael Naraine

), how citizens’ patriotism may change based on television consumption ( Billings, et al., 2013 ; Billings, Scott, Brown, Lewis, & Devlin, 2019 ), and nationalistic biases in media coverage (e.g.,  Li, Stokowski, Dittmore, & Scott, 2016 ). This study sought to understand how the coverage of a conflict

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Ben Jackson, Daniel F. Gucciardi and James A. Dimmock

Recent studies of coach–athlete interaction have explored the bivariate relationships between each of the tripartite efficacy constructs (self-efficacy; other-efficacy; relation-inferred self-efficacy, or RISE) and various indicators of relationship quality. This investigation adopted an alternative approach by using cluster analyses to identify tripartite efficacy profiles within a sample of 377 individual sport athletes (M age = 20.25, SD = 2.12), and examined how individuals in each cluster group differed in their perceptions about their relationship with their coach (i.e., commitment, satisfaction, conflict). Four clusters emerged: High (n = 128), Moderate (n = 95), and Low (n = 78) profiles, in which athletes reported relatively high, moderate, or low scores across all tripartite perceptions, respectively, as well as an Unfulfilled profile (n = 76) in which athletes held relatively high self-efficacy, but perceived lower levels of other-efficacy and RISE. Multivariate analyses revealed differences between the clusters on all relationship variables that were in line with theory. These results underscore the utility of considering synergistic issues in the examination of the tripartite efficacy framework.

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Marlene A. Dixon and Jennifer E. Bruening

As numerous qualified women exit the workforce because of the challenges of balancing work and family, investigations of the work–family interface have become increasingly important. Research has indicated how multilevel factors (i.e., individual, organizational, and sociocultural) play a role in work–family conflict. Little research has examined these factors in relation to each other, however. In sport management, Dixon and Bruening (2005) argued that higher level factors (sociocultural and organizational) shape and constrain lower level behaviors (organizational and individual), which ultimately influence the perception and consequences of work–family conflict. The primary purpose of this investigation is to test and further develop Dixon and Bruening’s multilevel framework. The current study used online focus groups for data collection from 41 National Collegiate Athletic Association Division I female head coaches with children to examine the factors that impacted work–family conflict from a top-down perspective. The results illuminated the experiences of the coaching mothers and the factors that affected their job and life satisfaction at each of the three levels. Particular attention was paid to how higher level factors such as work climate and culture shaped and constrained lower level attitudes and behaviors such as individual conflict and time management. These relationships highlighted how individual attitudes and behaviors reflect larger structural and social forces at work, and not simply individual choices.