Intentions to Be an Athletic Director: Racial and Gender Perspectives

Autor/inn/en	Wells, Janelle E.; Kerwin, Shannon
Titel	Intentions to Be an Athletic Director: Racial and Gender Perspectives
Quelle	In: Journal of Career Development, 44 (2017) 2, S.127-143 (17 Seiten)Infoseite zur Zeitschrift PDF als Volltext Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	0894-8453
DOI	10.1177/0894845316635821
Schlagwörter	College Athletics; Administrators; Gender Differences; Social Cognition; Occupational Aspiration; Work Experience; Multivariate Analysis; Surveys; Minority Groups; Race; Content Analysis; Administrator Attitudes; Whites; Barriers; Equal Opportunities (Jobs); Self Efficacy; Comparative Analysis; African Americans; Career Choice; Semi Structured Interviews + Suchen Sie Ihr Suchwort? College athletes; Collegesport; Hochschulsport; Geschlechterkonflikt; Soziale Kognition; Berufsneigung; Berufsziel; Employment experience; Job experience; Occupational experience; Berufserfahrung; Multivariate Analyse; Survey; Umfrage; Befragung; Ethnische Minderheit; Rasse; Abstammung; Inhaltsanalyse; White; Weißer; Equal opportunity; Equal opportunities; Job; Jobs; Chancengleichheit; Beruf; Self-efficacy; Selbstwirksamkeit; Afroamerikaner
Abstract	The aim of this study was to evaluate senior athletic administrators' expectations and intentions of becoming National Collegiate Athletic Association (NCAA) Division I athletic directors (ADs) and explore women and racial minority senior athletic administrators' athletic workplace experience. To serve the purpose, two studies using social cognitive career theory (SCCT) were employed. First, demographic (i.e., gender and race) differences by SCCT variables were assessed through survey collection and multivariate analysis of variance. Second, content analysis of interviews was used to assess the experiences of athletic administrators. Results revealed women and racial minority senior athletic administrators' had similar self-efficacy compared to White men, but they encountered more barriers, unfavorable outcome expectations, and lower choice goals associated with becoming an NCAA Division I AD. Further, findings show women and racial minority senior athletic administrators felt occupational segregation limited their access and opportunities for career advancement to a Division I AD position. (As Provided).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2020/1/01