Research into sports mega-events, of which the Olympics is the modern archetype, has often focused on the macro-economic and regional economic effects of hosting the Games. This research suggests that the local promoters and organisers of the event seldom, if ever, fulfil their promises. Drawing upon sport management, economic, and socio-historical analyses this thesis examines the economic trends and activities that occur within the business enterprises that are associated directly and indirectly with the Olympic Games. The thesis examines the commercial strength of the Olympic brand and how the brand has managed to evolve from being an instrument of peace and goodwill to a transnational nongovernmental commercial giant of imposing power and influence. The thesis provides an overview of the historical relationship between business and the Olympics and specifically analyses how business has engaged with the Olympics since the 1980s. Using London 2012 as a case study it attempts to assess how far London 2012 was good for business in the UK by examining the published accounts of the sponsors and suppliers of the Games. It also assesses the regional impact of the Games by looking at small and medium sized business enterprises (SMEs) in the south-east and the north-west. The results suggest that claims for a positive business impact from the Olympic Games are largely unwarranted. While the Olympics can be a catalyst for economic change, it should be viewed as a singular investment within a broader strategy for development. As a single event, the Olympics cannot guarantee a widespread economic impact on either major corporations or SMEs.

Since the passage of Title IX, there has been a steady decline of women head coaches in intercollegiate athletics. Previous research indicated that perceived treatment and access discrimination may be a plausible cause of the decline; however, research has not identified the antecedents of discrimination. Research indicates that sexism levels are associated with hiring intentions, ascription of attributes to managers, and performance appraisals. This study attempted to identify sexism as one possible antecedent of discrimination. A dyadic study between head and assistant collegiate coaches was utilized to determine the relationship between hostile and benevolent sexism, treatment and access discrimination, and intentions to leave the profession. I sampled 364 head coaches and 163 assistant coaches, creating 71 dyads. Each of the measures was validated in previous research. Results indicated that men possessed higher levels of hostile (M = 2.02, SD = 1.02) and benevolent (M = 2.33, SD = 1.01) sexists beliefs than females (M = 2.00, SD = .97, M = 1.62, SD = 1.00). Additionally, females coaches indicated significantly higher levels of perceived access discrimination (F [1, 384] = 38.05, p < .01), treatment discrimination (F [1,384] = 7.353, p < .01) and intentions to leave (F [1, 384] = 13.146, p < .01) than men. Results indicate that there is a correlation between benevolent sexism and access discrimination (r = .322, p < .001) within the coach dyads. Further, to support previous literature, this study found that 17% of the variance in intentions to leave the profession was explained by perceived treatment and access discrimination. Though the results of this study show only one relationship between sexism and perceived discrimination, the results that sexism is present in intercollegiate athletics and that females perceive higher levels of discrimination and intentions to leave the profession are an interesting finding. Sexism may have an effect on perceived discrimination; however, the relationship may be mediated through other variables such as group identity or organizational citizenship behavior. Ultimately, this study has indicated that sexist beliefs are present in intercollegiate athletics and has negative implications that should be further researched.

Syftet med uppsatsen är att undersöka hur rekryteringen till arbete av studenter från Sport Management-programmet vid Högskolan Dalarna har gått till, samt vilka personliga egenskaper och meriter som har varit avgörande för att erhålla anställning inom den idrottsrelaterade organisationen. Undersökningen har genomförts i intervjuform med arbetstagare som tidigare har studerat Sport Management samt med deras arbetsgivare. Resultatet visar att idealbakgrunden för att erhålla anställning inom idrottsrelaterade organisationer är:- Tidigare aktiv idrottare/insatt i idrotten för att veta hur det praktiska fungerar- Akademisk utbildning, förslagsvis Sport Management- Arbetslivserfarenhet inom idrotten- Brett kontaktnät- Att visa framåtanda - Utåtriktade och ambitiösa personliga egenskaper

Since the passage of Title IX, there has been a steady decline of women head coaches in intercollegiate athletics. Previous research indicated that perceived treatment and access discrimination may be a plausible cause of the decline; however, research has not identified the antecedents of discrimination. Research indicates that sexism levels are associated with hiring intentions, ascription of attributes to managers, and performance appraisals. This study attempted to identify sexism as one possible antecedent of discrimination. A dyadic study between head and assistant collegiate coaches was utilized to determine the relationship between hostile and benevolent sexism, treatment and access discrimination, and intentions to leave the profession. I sampled 364 head coaches and 163 assistant coaches, creating 71 dyads. Each of the measures was validated in previous research. Results indicated that men possessed higher levels of hostile (M = 2.02, SD = 1.02) and benevolent (M = 2.33, SD = 1.01) sexists beliefs than females (M = 2.00, SD = .97, M = 1.62, SD = 1.00). Additionally, females coaches indicated significantly higher levels of perceived access discrimination (F [1, 384] = 38.05, p < .01), treatment discrimination (F [1,384] = 7.353, p < .01) and intentions to leave (F [1, 384] = 13.146, p < .01) than men. Results indicate that there is a correlation between benevolent sexism and access discrimination (r = .322, p < .001) within the coach dyads. Further, to support previous literature, this study found that 17% of the variance in intentions to leave the profession was explained by perceived treatment and access discrimination. Though the results of this study show only one relationship between sexism and perceived discrimination, the results that sexism is present in intercollegiate athletics and that females perceive higher levels of discrimination and intentions to leave the profession are an interesting finding. Sexism may have an effect on perceived discrimination; however, the relationship may be mediated through other variables such as group identity or organizational citizenship behavior. Ultimately, this study has indicated that sexist beliefs are present in intercollegiate athletics and has negative implications that should be further researched.

The purpose of this research was to provide a forecast of financial trends in major intercollegiate athletics over the next 15 years for strategic planning purposes. This study focused specifically on the trends of revenue generation and cost containment in the athletic departments of the public institutions in the ACC, Big 12 and SEC Conferences. Most of these large programs are expected to externally produce a majority of their fiscal resources and compete at a high level. This forecast is important because of administrator's increasing difficulty to find the fiscal resources to adequately subsidize their program. The mixed methods study uncovered the myth that intercollegiate athletic programs are in great fiscal health and outlined where leaders in intercollegiate athletics think the future will take us. Over 35 forecasts were identified through interviews with an intercollegiate athletic conference commissioner and an intercollegiate athletic consultant and were then rated by a panel of athletic directors from the aforementioned conferences based on their desirability, impact and likelihood of occurrence. After two rounds of a Delphi procedure, it was determined that over half of the issues, should they occur, would have a high impact. None of the 35 issues were rated as having no or low impact. One issue was rated as having the highest possible likelihood of occurrence. The issue was that employee compensation, utility bills, travel costs, and medical insurance will increase for institutions and athletic departments faster than the general, national rate of inflation. 32 issues were rated as having between a 21-80% chance of occurring, while two issues were given only a 0-20% chance of occurring within the next 10-15 years. The first forecasted that football scholarship limits will be lowered from 85 over the next 10-15 years. The second forecasted that an antitrust exemption will be implemented over the next 10-15 years for intercollegiate athletics by the federal government to cap wages. Over one-third of the issues obtained consensus in two of the three areas rated. Three of the issues obtained consensus in all areas rated.

An examination of the intersection between work and family for small college coaches was conducted via an online questionnaire to explore variables that affect coaches’ work-family fit. Specifically, the work variables of autonomy, supervisor support, and working hours were hypothesized to be related to all or some of the work-family variables of work-family conflict, family-work conflict, work-family enrichment, and family-work enrichment. Likewise, family variables such as spousal support, spousal working hours, spouse job-type, number of children, child sport involvement, and child sport attendance were hypothesized to be related to all or some of the same work-family variables.Ecological theory was used to explain and predict the expected relationships between work and family factors with the work-family interface variables.Confirmatory factor analysis results suggested that the fit for coaches and their work-family interface is best explained by four work-family dimensions—two directional conflict dimensions and two directional enrichment dimensions. Structural equation modeling was used to explore the effects of three work factors on the four work-family variables: supervisory support, autonomy, and hours worked. Multiple regression was used to examine the effect of family variables on the work-family constructs.. Additionally, gender differences within spousal job hours and type were explored. Results suggest that supervisory support correlates with lower conflict and greater enrichment. Additionally, coaches reported that an autonomous workplace correlated with lower conflict and greater work enrichment with family. No hypothesis was supported with hours worked. In the family domain, spousal sport support, like supervisory support, was correlated with lower conflict and greater enrichment. No other family variables were significantly related to the work-family variables within the multiple regression analysis. Two hypotheses involving spouses of coaches, however, were supported as coaching mothers had spouses/partners who were more likely to work longer hours than fathers. Additionally, coaching mothers were more likely to have spouses/partners who were more likely to work in a career-type job. Besides theoretical and practical applications, an exploration contrasting male and female coaches was done. Additionally, in aligning with ecological theory, coaches’ work-family fit needs to be considered when hiring and retaining parents who coach.

An examination of the intersection between work and family for small college coaches was conducted via an online questionnaire to explore variables that affect coaches’ work-family fit. Specifically, the work variables of autonomy, supervisor support, and working hours were hypothesized to be related to all or some of the work-family variables of work-family conflict, family-work conflict, work-family enrichment, and family-work enrichment. Likewise, family variables such as spousal support, spousal working hours, spouse job-type, number of children, child sport involvement, and child sport attendance were hypothesized to be related to all or some of the same work-family variables.Ecological theory was used to explain and predict the expected relationships between work and family factors with the work-family interface variables.Confirmatory factor analysis results suggested that the fit for coaches and their work-family interface is best explained by four work-family dimensions—two directional conflict dimensions and two directional enrichment dimensions. Structural equation modeling was used to explore the effects of three work factors on the four work-family variables: supervisory support, autonomy, and hours worked. Multiple regression was used to examine the effect of family variables on the work-family constructs.. Additionally, gender differences within spousal job hours and type were explored. Results suggest that supervisory support correlates with lower conflict and greater enrichment. Additionally, coaches reported that an autonomous workplace correlated with lower conflict and greater work enrichment with family. No hypothesis was supported with hours worked. In the family domain, spousal sport support, like supervisory support, was correlated with lower conflict and greater enrichment. No other family variables were significantly related to the work-family variables within the multiple regression analysis. Two hypotheses involving spouses of coaches, however, were supported as coaching mothers had spouses/partners who were more likely to work longer hours than fathers. Additionally, coaching mothers were more likely to have spouses/partners who were more likely to work in a career-type job. Besides theoretical and practical applications, an exploration contrasting male and female coaches was done. Additionally, in aligning with ecological theory, coaches’ work-family fit needs to be considered when hiring and retaining parents who coach.

Framed as an instrumental case study, the purpose of this investigation was to examine the challenges women face and the experiences that women have as faculty members in academia. Data was collection by using a qualitative in-depth semi-structured interview methodology. The women who were chose for this research are tenured or tenure-track faculty in sport management departments at a University in the Midwest. The data analysis consisted of unitzing the data, followed by coding the data in categories and themes. Feminist standpoint theory was utilized to help understand the experiences of the female faculty. This investigation found that female tenured or tenure-track faculty had several common experiences during their academic careers. All of the women discussed the importance of the institutional and departmental climate at the University. Additionally, they examined the marginalization they had felt while teaching classes from their students. Specifically, they cited many students question their knowledge about sport because they are female. Furthermore, the participants also discussed the challenges that came from work-life conflict. Each participant discussed the impact various mentor relationships had on them throughout their academic careers. Mentoring relationships were critical to those participants that had them both as students and as current faculty members. Finally, the support mechanisms each faculty member used to benefit their career were examined, noting specifically the impact of conference attendance as both a means of professional and personal support.

Tyrimo objektas - Lietuvos miestų savivaldybių sporto padalinių specialistų (vadybininkų) kompetencijos. Darbo tikslas - Atlikti Lietuvos miestų savivaldybių sporto padalinių vadybininkų (specialistų) kompetencijų tyrimą ir analizę. Darbo uždaviniai: 1. Apibrėžti kompetencijos ir darbo rinkos sampratas. 2. Išanalizuoti teorinius valstybės tarnautojų kompetencijos aspektus. 3. Ištirti sporto specialistų (vadybininkų) rengimą ir tobulinimą Lietuvoje. 4. Išsiaiškinti pagrindines savivaldybių sporto padalinių funkcijas ir priskirti kompetencijas, reikalingas jiems atlikti. 5. Nustatyti sporto specialistų kompetencijų lygį. Darbo struktūra - Darbą sudaro 4 dalys, 73 puslapiai , 6 lentelės, 23 paveikslai ir 4 priedai. Pagrindinės savivaldybių sporto padalinių funkcijų grupės: - Personalo valdymo - Sporto mokymo įstaigų veiklos koordinavimas - Teisinio valdymo - Informacijos valdymo - Statinių valdymo - Finansinės veiklos valdymo - Renginių valdymo - Aukšto meistriškumo sportininkų rengimo Pagal TUNING projektą, kuris nukreiptas į specialistų rengimo modernizavimą, 4 grupių kompetencijos: instrumentinės (būtinosios), tarpasmeninės, sisteminės ir kitos kompetencijos yra priskirtinos savivaldybių sporto padalinių atliekamoms funkcijoms atlikti. / Research object Competences of municipality sport departments managers (specialists). Aim of research To perform competence research and analysis of municipality sport departments managers (specialists). Tasks of research 1. To define conceptions of competence and labor market. 2. To analyze academic aspects of public officials competences. 3. To research training and development of sport managers (specialists) in Lithuania. 4. To detect main functions of municipality sport departments and identify competences, required to fulfill them. 5. To detect competence level of sport specialists. Research structure Research is structured of 4 parts, 56 pages , 6 tables, 23 pictures and 4 supplements. Main functions of municipality sport departments: personell management, koordination of sport teaching institutions, legal management, information management, buildings management, financial management, event management, high mastery sportsmen praparation. According TUNING project competences of 4 groups are referable to 8 main fumctions of municipality sport departments: instrumental, interpersonal, systemic and other competences. Key words: competence, sport management, public official.

This thesis examines if there is a relationship between competition time and team valuation, revenue and profitability in North American professional sport. The leagues examined were the major four in North America and include the National Basketball Association, Major League Baseball, the National Hockey League and the National Football League. Using the Balanced Scorecard (BSC) as a guide, appropriate literature of the four BSC categories was reviewed. The four categories of the BSC include Financial, Customer, Internal Business Processes and Learning and Growth. Conceptual models for team valuation, revenue and profitability were constructed using the BSC as a framework. In order to construct the three conceptual models 51 professional sport research variables were identified as useful to this framework. The data was collected over a ten-year period for the seasons 2003/2004-2012/2013. A series of statistical analyses were examined with regression analyses revealed three distinct models for the three dependent variables. It was found that competition time has a significant impact on all three dependent variables. The results from this study will help league executives in creating new strategies for revenue growth and other financial gains. Future research will work towards creating more competition time variables that will aid in determining the proper amount of competition time that needs to be played by each league to maximize league finances.