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.
Elaine M. Blinde and Susan L. Greendorfer
resentment is more intense when the object desired is abstract, such as fame and recognition (metaphysical desire). The conflict is also mimetic; as a result, other members of the community progressively become involved, and the potential for generalized violence emerges (mimetic crisis). The entire
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.
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.
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
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
June I. Decker
The purpose of this study was to determine the effects of selected variables upon role conflict as experienced by teacher/coaches in small colleges and universities. Three types of role conflict—intersender, intrasender, and person-role—were considered. The effects of the gender of the teacher/coach, number of teams coached, type of sport coached, type of classes taught, and role preferred by the teacher/coach were examined. Survey data were collected from 735 randomly selected teacher/coaches from small colleges. The Role Conflict Scale was used to determine the amount of role conflict experienced by the subjects. Analysis of variance (ANOVA) techniques were used to test the hypotheses. Results indicated that subjects who preferred the singular role of coaching experienced significantly more intersender and person-role conflict than those who preferred the dual role of teaching and coaching.
Allen L. Sack and Robert Thiel
Data from a national survey of college basketball players are analyzed to identify conditions that cause student athlete role conflict and the coping mechanisms used to make this conflict more manageable. NCAA division was found to be strongly related to role conflict regardless of the measure used. Gender was also found to have an impact. Role conflict was also related to scholarship status, the number of hours athletes perceive they must devote to basketball, and whether they believe their coaches make unreasonable demands on their time and energy. It was also found that athletes who ranked low in their high school graduating class and had sought help from an academic counselor were more likely than others to deal with role conflict by taking various academic shortcuts. One final conclusion is that the vast majority of college athletes, with the exception of Division I males, have little problem reconciling their roles as athletes and students.
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
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.