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No description available.

No description available.

Barriers for women in athletics administration have been examined by researchers to understand such barriers through a multi-level approach (Cunningham, 2010; Taylor & Wells, 2017). Research suggests barriers exist at a macro-level with gender discrimination (Schull, Shaw, & Kihl, 2013), homologous reproduction and hegemony (Knoppers, 1989; Regan & Cunningham, 2012). Examples of occupational segregation (Whiteside & Hardin, 2010) define barriers at the meso-level, and variables, such as self-efficacy, exist at the micro-level for women in male-dominated fields (Marra, Rodgers, Shen, & Bogue, 2009). The purpose of this study was to examine the relationship between self-limiting behavior and the intent to pursue the athletics director position, as well as the relationship between motivational persistence and the intent to pursue the athletics director position. The potentially mediated relationship of self-efficacy between these relationships was also investigated. The target population was female senior-level administrators at FBS and FCS institutions. Additionally, the aim was to understand if race moderates the relationship among self-efficacy, self-limiting behavior, and motivational persistence for female senior-level athletics administrators at FBS institutions. Lastly, the research sought to understand the differences between African American and White female senior-level administrators and their perceptions of self-efficacy, self-limiting behavior, and motivational persistence and intentions to pursue the athletics director position. Ninety-seven female senior-level athletic administrators were surveyed with 11 of those participants completing an in-depth interview. Seventy-five percent of the women surveyed do not plan on becoming a director of athletics at an FBS institution; however, 44% indicated they would pursue an NCAA Division I FCS or Division I - AAA athletics director position at some point. In other words, there is more of an interest to pursue the athletics director position at a less powerful institution. The data also suggested African American women in senior-level administration positions report higher self-limiting behaviors and higher self-efficacy than White women. Moreover, race was found to be a moderator between self-efficacy and intention to pursue the FBS athletics director position. Qualitative interviews from 11 women were conducted for analysis of experiences. Four major themes emerged from the data: Assets, resources, micro-level challenges, and macro-level challenges. Limitations including small sample size as well as unreliable measures for self-limiting behavior were discussed. The current study suggests that self-efficacy is important when it comes to intentions to pursue the athletics director position. It is also important to note the racial differences between groups as it relates to self-efficacy and intentions. Keywords: athletic administration, self-efficacy, racial differences, women, career intentions / Kinesiology

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The study collected occupational data from the 99 National Collegiate Athletic Association (NCAA) Division I membership institutions head athletic directors. The purpose of this study was to identify common professional preparation and occupational characteristics among NCAA Division I athletic directors. Through issuing an electronic survey, the current study identified common characteristics and themes among Division I athletic directors specifically within the socio-demographical background, educational background, professional experience and career progression, and career and job satisfaction. The study also provided demographic information about the participant’s institutional athletic department. The necessity of this study is not due directly to the current lack of current literature and research within the collegiate administration, rather in reference to literature examining the athletic administration occupational field. The study provides an occupational framework in regards to the career progression, training, and characteristics of NCAA Division I athletic director career field. The study’s purpose was to examine the career growth of NCAA Division I athletic directors, as well as evaluate the demographic and socio-demographics characteristics of the NCAA Division I athletic director. The research and data collected from the study’s participants provided the author the opportunity to create a profile of the athletic administration career field and more specifically, the detailed qualities sought in a NCAA Division I athletic director. The results from the study are beneficial to aspiring persons that wish to work in the field of collegiate athletics administration by correlating common occupational framework for educational requirements, professional experience and years necessary to gather the appropriate experience and also to identify an overview of the job and career satisfaction common among current NCAA Division I athletic directors. In doing so, the study utilized homosocial reproduction as its theoretical framework. The study’s results concluded that the field of athletic administration, and specifically NCAA Division I athletic directors are disproportionally white males (89% white, 90% male), and further examined the educational and professional background characteristics and experiences which lead to this occupational characteristic.