Thesis (Ed. D.) University of Missouri-Columbia, 2006. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on August 8, 2007) Includes bibliographical references.

Thesis (Ph. D.)--Ohio State University, 1987. / Includes vita. Includes bibliographical references (leaves 154-160). Available online via OhioLINK's ETD Center.

Thesis (M.A.)--University of North Carolina at Chapel Hill, 2005. / Includes bibliographical references (leaves 82-85). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.

Thesis (M.A.)--University of North Carolina at Chapel Hill, 2004. / Includes bibliographical references (leaves 134-138). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.

The number of men in collegiate coaching, in comparison to women, is overwhelmingly unbalanced. The accessibility men have to the profession of collegiate coaching at a high level in comparison to women’s’ greatly affects women’s’ ability to achieve similar jobs. The ease at which men attain jobs coaching both genders is perpetuated through the desire to maintain collegiate athletics as a male dominated profession. The women’s perspective broadens the profession itself and helps to break down the societal roles that have been assigned to women. The lack of women in collegiate coaching discourages other women from entering the profession and the women did not feel supported, accepted, or welcomed as collegiate coaches. The results also show a combination of feeling scrutinized because of their gender, and pressure to prove themselves as valuable members of the profession, which led the women interviewed to question if they should continue to coach.

No description available.

The purpose of this study was to explore issues of ethics as they relate to corporate sponsorship within Division IA college athletics. The research was conducted as a case study of a private Division IA college athletic department. Data were collected through a series of semi-structured interviews with areas of inquiry including corporate sponsorships, allocation of funding, and related budgetary concerns. Twenty individuals were interviewed. These included coaches, athletic administrators, and marketing representatives. All interviews were taped, subsequently transcribed, and analyzed for content and themes. Quotes were examined in terms of content and grouped according to similarity of themes. A number of themes were identified and categorized in line with "ethical phenomena" as discussed in the literature. The results revealed eleven categories and subcategories. These included Gender Inequity, Financial Elitism, Corporate Sponsorship Ethics, Corporate Sponsorship Advancement, Coach's Roles, Winning is Everything, Budget Inequities, Marketing Responsibility, Organizational Concerns, Sponsorability and Fundraising Necessity. Similarities existed between the groups of respondents. Specifically, the coaches responded similarly to questions relating to gender inequity. Additionally, the athletic administrators differed in their views from the coaches in matters of funding and marketing. In conclusion, analysis suggests an inequality of financing between revenue producing sports and non-revenue producing sports. Conflicting views existed between administration and coaches in regards to the organizational structure of the athletic department. Corporate sponsorships were found to be an essential part of an athletic department for the present and future. Gender discrepancies appeared when marketing corporate sponsorships within an athletic department. Further discussion focuses on the need for corporate sponsorships.

Are there personality traits which are predominantly characteristic of athletes who participate in competitive intercollegiate personal contact sports, and which can be revealed by the Minnesota Multiphasic Personality Inventory

This study examined if supervisors within intercollegiate athletic settings have a higher tendency to use task-oriented management styles than supervisors outside of athletics. The study also assessed if athletic supervisors would have a higher tendency to adapt their leadership style based on situational factors. 214 respondents were asked to complete a five-part survey, comprised of two management communication styles, emotional intelligence, the Leadership Adaptability Style Index, and demographic information. Two additional questions raised in the study posed the same questions in relation to all respondents within athletics and those outside athletics. The results showed no significant differences in management styles or adaptability of supervisors or non- supervisors

No description available.