The purpose of this study was to determine if mentoring functions provided within a head coach — assistant coach dyad correlated to overall job satisfaction and occupational turnover intent of Division I Assistant Women Soccer Coaches. This study attempted to identify gender differences in perceived mentor functions and overall occupational turnover intent of Assistant Soccer Coaches. Data from this study helps define the head coach — assistant coach relationship and is applicable to the further development and retention of female collegiate coaches.A purposeful sample of Division I Assistant Women's Soccer Coaches was identified using the 2005 — 2006 National Directory of College Athletics, corresponding institutional athletic websites, and on-line email directories. Participants (N = 182) completed the questionnaire that contained four scales: Mentor Role Instrument, Abridged Job Descriptive Index, Job in General Scale, and an Occupational Turnover Intent Scale.Descriptive tests analyzed the perceived mentor functions that Division I Assistant Women's Soccer Coaches. Participants reported receiving slightly more psychosocial functions (M = 81.1, SD = +1- 32.318) than career-related functions (M = 76.6, SD = +1- 25.001). An independent T-test identified the psychosocial function of social as the only significant gender difference of perceived mentor functions.A Pearson Correlation identified a significant moderate correlation (r = .596; p < .05) between all of the mentor functions and job satisfaction with the exception of the mentor function of parent that demonstrated a low correlation value (r = .236; p <.05). Variance levels demonstrate that mentoring does play a moderately significant role in the job satisfaction of Assistant Women Soccer Coaches; however, other employment factors also contribute to their overall job satisfaction.A regression analysis (p < .05) determined the relationship between mentoring and occupational turnover intent. Psychosocial functions (p = .030) and gender (p = .002) were found to be significant predictors as to how frequently Assistant Women's Soccer Coaches think about getting out of coaching. However, only psychosocial functions (p = .038) presented a significant prediction relationship to actual occupational turnover intent in Assistant Women's Soccer Coaches.According the findings of this study, similar perceived mentor functions were reported by both male and female participants. Mentoring was found to play a significant role in the overall job satisfaction of Assistant Soccer Coaches. In addition, the variables of psychosocial functions and gender were identified as significant predictors of occupational turnover intent. / School of Physical Education, Sport, and Exercise Science

The goal of this research was to provide an attitude assessment of how women perceive their roles in sports departments in the television industry.Fifteen female participants responded to a Q sort study which covered these specific subject areas: relationships with coworkers, relationships with management, career advancement opportunities, and work environment.An examination of the Q sorts revealed three distinct factor types that were labeled: Noncommitted, Loyalists, and Dissatisfied.The Noncommitted were satisfied with their feedback from coworkers and management and their willingness to incorporate these comments into the content of the sports broadcast. On the other hand, they did not see any advancement opportunities at their organization or in the industry, itself.The Loyalists did not speak about being held back by men in their organizations and they were not impressed with their promotion opportunities at their companies.Finally, the Dissatisfied group was unhappy because they did not receive support from upper management, only from their coworkers.Demographics had little impact on the interpretation of the three factors. However, if a woman was in the industry for 15+ years, then she usually received a higher salary or was given another job title, such as sports director. This was a rare occurrence though among this group of respondents. / Department of Journalism

Thesis (M.S.)--University of Michigan, 1986.

Thesis (M.S.)--University of Michigan, 1986.

Thesis (M.S.)--University of Michigan, 1990.

Thesis (M. Soc. Sc.)--University of Hong Kong, 1990.

Thesis (M. Ed.)--University of Hong Kong, 1997. / Includes bibliographical references.

Thesis (M.Ed.)--University of Hong Kong, 1997. / Includes bibliographical references. Also available in print.

Thesis (Ph. D.)--Brigham Young University, 1992. / Includes bibliographical references (leaves 200-209).

Thesis (M.S.)--University of Michigan, 1990.