Sports Psychology in the English Premier League: 'It Feels Precarious and is Precarious'.

Autor/inn/en	Gilmore, Sarah; Wagstaff, Christopher; Smith, John
Titel	Sports Psychology in the English Premier League: 'It Feels Precarious and is Precarious'. Gefälligkeitsübersetzung: Sportpsychologie in der englischen Oberliga: 'Es fühlt sich prekär an und es ist prekär'.
Quelle	In: Work, employment & society, 32 (2018) 2, S. 426-435 PDF als Volltext Link als defekt meldenVerfügbarkeit
Sprache	englisch
Dokumenttyp	online; Zeitschriftenaufsatz
ISSN	0950-0170; 1469-8722
DOI	10.1177/0950017017713933
Schlagwörter	Arbeitsbedingungen; Berufssportler; Elite; Fußballspieler; Großbritannien; Psychologe; Sport; Psychosoziale Versorgung; Geringfügige Beschäftigung; Entgrenzung; Elite; Sport; Arbeitsbedingungen; Arbeitsplatzsicherheit; Geringfügige Beschäftigung; Psychologe; Psychosoziale Versorgung; Entgrenzung; Berufssportler; Fußballspieler; Großbritannien
Abstract	"The literatures on gender status stereotyping and the 'glass-ceiling' have shown that women managers have more difficult job experiences than men, but whether these experiences result in lower job satisfaction is still an open question. Using fixed-effects models in a longitudinal national sample, this study examines differences in job satisfaction between women and men promoted into lower and higher-level management, after controlling for key determinants of job satisfaction. Results indicate that promotions to management are accompanied by an increase in job satisfaction for men but not for women, and that the differing effect lasts beyond the promotion year. Moreover, following promotion, the job satisfaction of women promoted to higher-level management even starts declining. The type of promotion (internal or lateral) does not modify this effect. By clarifying the relationship between gender, promotion to managerial position and job satisfaction, the study contributes to the literature on the gender gap in managerial representation." (Author's abstract, IAB-Doku).
Erfasst von	Institut für Arbeitsmarkt- und Berufsforschung, Nürnberg
Update	2018/3