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David Cassilo and Jimmy Sanderson

Many professional sport franchises have undergone shifts in talent evaluation strategies by moving to analytic and data-driven approaches. However, National Football League (NFL) franchises have been resistant to fully embrace the analytical model, as NFL organizational management structures tend to be isomorphic. In 2016, the Cleveland Browns initiated an ideological break from this system by hiring “moneyball” guru Paul DePodesta, a move that signaled a shift to an analytics-based model in organizational management. A textual analysis of 120 online media articles was carried out to determine how media reports framed this philosophical shift. Results revealed that frames predominantly portrayed analytics as being in direct opposition to normalized operational structures in the NFL. The results illustrate how difficult it is to change the discourse and embrace new management ideas that are perceived to contrast with dominant ideologies.

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Matthew Juravich, Steven Salaga and Kathy Babiak

the number of regular season wins for a franchise in a given season divided by its normalized seasonal payroll. This metric provides a relative measure of the number of wins a team is able to generate given its choice regarding talent expenditure. Independent Variables TenCurTeam represents the

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Chen Chen and Daniel S. Mason

social process is legitimized/normalized/mystified?), and the subject and the object in the knowledge presented (Who speaks for/about whom?). Being reflexive of our own locus of enunciation prompts us to (re)consider the notion of leadership as a cultural construct and (re)visit the production process

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Matthew Juravich and Brian M. Mills

1 level, and number of college players that are drafted from Division 1 programs, we also employ a normalized version of rHHI , dHHI, pHHI , and tHHI to ensure our analysis is not adversely affected by these changes ( Depken, 1999 ; Mills & Salaga, 2015 ). This implicitly measures an equality

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Sarah Zipp, Tavis Smith and Simon Darnell

based on contextual factors. It is important to note that the conversion factors presented here are examples to consider, not exhaustive lists. In providing these elements, we acknowledge a risk of missing other important aspects or overemphasizing normalized life experiences. However, we feel that the

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Jonathan Robertson, Ryan Storr, Andrew Bakos and Danny O’Brien

within hypermasculine environments in which gender-based sexism ( Fink, 2016 ) and sexuality-based homophobia ( Shaw, 2019 ) are prevalent and exemplify group-based inequities within sport institutions. The normalization of masculine hegemonic power structures ( Messner, 1992 ), and the white

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Elizabeth A. Taylor, Jessica L. Siegele, Allison B. Smith and Robin Hardin

normalcy occurs when gender inequity is present at the organizational level despite the fact that qualifications of male and female employees are identical, suggesting gender equity is more appropriate ( Claringbould & Knoppers, 2012 ). This normalcy occurs in two facets: normalizing the skewed ratio of

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Samuel M. Clevenger, Oliver Rick and Jacob Bustad

historical moment witnessing the consequences of human-led environmental destruction, the recent media coverage has too often normalized the logic of uber-sport through a discourse of anthropocentrism : framing the suspension of traditional sporting events as a sudden “crisis” caused by an unforeseen force

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Madeleine Pape and Fiona McLachlan

depend on the (under) paid and unpaid labor of women. As an ideology, however, it is highly effective in normalizing women’s underrepresentation and undervaluing in the public sphere. As an analytical tool, it helps to explain why women’s work is often precarious and underpaid and why leadership remains

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Lauren C. Hindman and Nefertiti A. Walker

women both underrepresented and marginalized in ways that have been normalized and legitimized ( Cunningham, 2008 ). Even in sport organizations that publicly espoused gender equity as a value, an underlying assumption of gender inequality can be found. When gaps in gender equity in men’s and women