Female Head Coaches Research Articles

Is Same-Gender Mentorship Important for Division III Female College Athletes?: An Application of the Mentor Role Theory

In the last twenty years, opportunities for women in intercollegiate athletics have grown exponentially. Unfortunately, women still represent a small number of head coaches in intercollegiate athletics, creating a disparity in numbers between female college athletes and female head coaches. This disparity has led to an imbalance for female college athletes searching for female role models and mentors. This study investigated the mentoring experiences of NCAA Division III female college athletes based on their lived experiences with both male and female head coaches. Using Mentor Role Theory (MRT), a set of qualitative responses were collected and analyzed. The participants highlighted career and psychosocial functions of MRT, with responses emphasizing positive and negative experiences with their past and present head coaches. Overall, female college athletes noted the importance of both career and psychosocial functions in their experiences with both male and female coaches. However, the college athletes’ experiences with their female head coaches were predominately positive, whereas, the participants were found to hold mixed experiences (both positive and negative) with their male coaches. The authors discuss the implications of these findings for Division III athletics, mentor role theory, and the importance of the coach/athlete relationship.

Gendered microaggressions towards the “only” women coaches in high-performance sport

ABSTRACT For women, being underrepresented in high-performance sport coaching is endemic. They also often report a sense of minoritisation, and incidents of discrimination. The purpose of the present study was to understand, using a gender-microaggressions perspective, how sexism manifests for women in elite coaching who report to be the “only” woman in their context, how they respond to such experiences, and how such discrimination is enabled. Through interviews with nine high-performance female head coaches globally, the prevalent type of microaggressions experienced were gendered microinvalidations. But findings also demonstrate that these women attempted to resist sexism. Nevertheless, being the “only” women restricted their resistance because they could not form collective power that led to transformations in the coaching culture. More action is required to build critical, evenly distributed masses of women across the coaching pathway. Future research must also address the features of organisational contexts that provide fertile grounds for exclusionary cultures.

Gender (Dis)Similarity in Mentorship Among Intercollegiate Coaches: Implications for Leader Development

Mentoring has been identified as an important antecedent for coaches’ professional and leadership development. I examined how the gender composition of head coach and assistant coach mentorship moderates the relationship between the quality of mentorship and assistant coaches’ leadership skills. The participants were 239 pairs of assistant and head coaches in U.S. college sports. The assistant coaches assessed the quality of mentorship with their head coaches, while the head coaches assessed their assistant coaches’ leadership skills. Mentorship quality was generally related to assistant coaches’ leadership skills, yet the relationships were positive and significant for dyads that involve female head coaches and not significant for dyads that involve male head coaches. The results indicate that gender composition may need to be considered in increasing the effectiveness of coaches’ mentorship. The findings inform the current practices in the implementation of mentoring for coaches’ leader development.

Extending the Kaleidoscope Career Model: Understanding Career Needs of Midcareer Elite Head Coaches

Today’s workforce, with trends toward aging and greater gender diversity, looks dramatically different than past decades, creating a need to more closely examine the midcareer stages of employees. In sport, midcareer head coaches have developed a broad skill set and an ability to manage both internal and external stakeholders. Thus, they are valuable, experienced employees who have successfully navigated the coaching profession. Using the Kaleidoscope Career Model as a framework, this study explored male and female head coaches’ career experiences, needs, and management strategies in the midcareer stages. The findings indicate that coaches follow an alpha career pattern, prioritizing authenticity over balance and challenge. Yet, the participants suggested different approaches to achieving authenticity, balance, and challenge within the midcareer stages, which may be more nuanced than traditionally expected. Understanding these needs and management strategies are a necessary first step toward more nuanced theoretical understandings and customized human resource management plans that will enhance career longevity and performance.

Are Women Coached by Women More Likely to Become Sport Coaches? Head Coach Gender and Female Collegiate Athletes’ Entry into the Coaching Profession

A plethora of research on barriers facing women in the coaching profession exists, but less attention has been devoted to female student-athletes’ transition into coaching. Some research suggests that female athletes who are coached by women are more likely to become coaches. In the present study, existing research is extended by examining the relationship between collegiate female basketball players’ post-playing career behavior and the gender of their collegiate head coach. Two research questions are addressed: (1) Are female collegiate Division-I basketball players who are coached by female head coaches more likely to enter the coaching profession than athletes who are coached by men? And; (2) If female basketball players do enter coaching, are those who were coached by women more likely to persist in coaching? Collegiate head coach gender did not emerge as a significant predictor of athletes’ likelihood to enter coaching, but logistic regression indicated that athletes who did enter coaching were 4.1-times more likely to stay in coaching if they had a female head coach. This study extends the scarce and outdated body of research on the potential salience of same-sex coaching role models for female athletes and provides baseline data on collegiate athletes’ entry rate into coaching, lending support to advocacy aimed at reversing the current stagnation of women in the sport coaching profession.

The Alberta Women in Sport Leadership Project: A Social Learning Intervention for Gender Equity and Leadership Development

This best practice paper describes a Canadian intervention to address the lack of women in sport coaching and leadership roles. While the number of female athletes has increased over the last decades, the opposite is true of female head coaches, both nationally and internationally. The issues influencing this trend are mostly institutional and societal. There is a lack of support systems in place for females attempting to become involved (recruitment) and maintain their involvement (retention) in coaching. The Alberta Women in Sport Leadership Impact Program (AWiSL) takes a community of practice approach to increase gender equity and leadership diversity in Alberta sport organizations. The AWiSL began in October 2017 and continues until early 2020. There are currently 6 mentors and 12 sport leaders from Alberta sport organizations, who engage in monthly meetings to learn and participate in the co-creation of knowledge to meet the project outcomes, which include the planning and implementation of initiatives for their individual sport organizations, all in the service of supporting gender equity. Descriptions of specific activities thus far are presented as well as information about the how to of conducting such an intervention. Various challenges and lessons are discussed. The description of the AWiSL and ongoing program evaluation aims to support other organizations seeking an example of an initiative to create equitable coaching and leadership opportunities, and to create change.

Career Pathways to NCAA Division I Women’s Basketball Head Coach Positions: Do Race and Gender Matter?

In 2017–2018, more than 60% of NCAA Division I women’s basketball (DI WBB) players identified as women of color, while less than 17% of the head coaches of DI WBB teams identified as women of color. Larsen, Fisher, and Moret suggested differences in career pathways between black female head coaches and their white female and white and black male counterparts could be one explanation for the aforementioned discrepancy. However, there is currently limited research on the career pathways of DI WBB head coaches to support Larsen and colleagues’ hypothesis. Therefore, the purpose of this study was to analyze the career pathways of DI WBB head coaches to identify race and gender differences. To accomplish this, a content analysis was conducted on the online biographies of head coaches from all 351 DI WBB programs. Significant differences between groups were found in the number of years coaching in DI women’s basketball prior to receiving a first DI head coaching position; both white women (M = 6.97) and women of color (M = 7.94) had significantly more years in DI WBB coaching than white males (M = 4.95; F(3, 348) = 4.63, p = .003). Further, chi-square tests revealed a significant relationship between the race and gender of a coach and the highest level of playing experience and education. These results indicate that race and gender play a significant role in determining what pathway is required to obtain an DI WBB head coaching position. In addition to these research findings, practical implications are discussed.

Male collegiate student-athletes’ experiences and perceptions of female head coaches

ABSTRACTEleven current and former male college student-athletes were interviewed about their experiences with female head coaches. Three themes emerged from the data: (a) Give Her a Chance, (b) A Coach is a Coach, and (c) Gendering of the Female Coach. The mixed-gender environment of the sports in which these athletes participated (e.g. track and field, swimming, and rifle) may offset any biases typically characteristic in the male-dominated environment of collegiate athletics as minimal explicit sexism emerged. Male student-athletes who had previous experience with women in leadership or authoritarian positions may also be more open-minded to women as head coaches. The results also demonstrate male student-athletes are accepting of women in leadership positions despite the many stereotypes women face. Therefore, athletic administrators should target female head coaches of co-ed sports teams as a way to assist in improving the under-representation of women in collegiate coaching.

High school coaches’ perceptions of their efficacy to work with lesbian, gay, and bisexual athletes

Historically, sport, at all levels, has created an environment of silence, negativity, and even fear for lesbian, gay, and bisexual (LGB) athletes. The purpose of this study was to identify coach characteristics and perceptions of their efficacy related to working with LGB youth athletes in the USA. An online survey was completed by n = 631 male and female head and assistant coaches from 25 different sports. Respondents filled out coaching demographics, team demographics, and the Efficacy Scale to Coach Gay, Lesbian, and Bisexual Athletes.5 Results revealed statistically significant differences in perceptions of LGB athletes between younger and older coaches, coaches who had previously coached openly LGB athletes and those who have not, and coaches with no religious affiliation and those who are Baptist, Catholic, or Protestant Christian. Although there does not appear to be a clear cut demographic of coaches who perceive themselves to be more effective when coaching LGB athletes, experiences coaching LGB athletes seem to contribute to higher perceptions of coaching ability and comfort. Future studies could include interviews with coaches and athletes to more thoroughly assess the current sport team environment with regard to LGB athletes, as well as the creation of high school coach education training and resources.

Salary Disparities Between Male and Female Head Coaches: An Investigation of the NCAA Power Five Conferences

Coaching salaries within intercollegiate athletics have increased tremendously over the past decade. This has led to continued and increased criticisms of current gender constructs within the NCAA and specifically the way in which coaches are compensated. The primary purpose of this study was to determine whether gender was a significant predictor of compensation for basketball coaches of men's and women's programs at the Division I level, while also assessing a variety of revenue and productivity variables. Results indicated that gender was not a statistically significant predictor of compensation. Rather, a host of revenue-specific variables were found to be the primary drivers of compensation for both male and female coaches.

The Examination of the Mentoring Relationship between the Head Coach and Assistant Coaches of Women's Basketball Teams

A number of studies have examined the decreasing number of female head coaches of women's teams. Researchers have consistently demonstrated the mentoring relationship has provided substantial benefits in helping women advance within leadership positions within the sport industry. The purpose of this study was to examine the mentoring relationship between the head coach and female assistant coach of women's basketball teams who aspire to become a head coach. More specifically, the mentoring characteristics and advancement techniques were two areas of focus. Findings suggested mentoring characteristics and advancement techniques may provide recommendations on mentoring women who aspire to become head coaches.

Caring in U.S. National Collegiate Athletic Association Division I Sport: The perspectives of 18 female and male head coaches

The current study was undertaken to explore how U.S. National Collegiate Athletic Association Division I female and male head coaches defined and implemented care in their coaching practice. Eighteen coaches ( M = 39.2 years; nine females, nine males) from eight different sports (baseball, rowing, soccer, softball, swimming, track and field/cross-country, volleyball, and golf) consented to be interviewed via a semi-structured interview guide based on the care literature. Data analysis was conducted using Consensual Qualitative Research with a team of five researchers including an external auditor. Results revealed that care revolved around six domains: (a) definition of care; (b) manifestations of care; (c) limits to capacity to be caring; (d) development of care; (e) factors facilitating care, and (f) factors hindering care. Each domain contained several categories ( N = 22 total categories) composed of core ideas. Results are presented using participants’ own words to illustrate domains and categories. Implications for research and practice are also put forth, which link the findings to the broader U.S. National Collegiate Athletic Association coaching context.

An Examination of Homologous Reproduction in the Representation of Assistant Coaches of Women’s Teams: A 10-Year Update

This study aimed to update previous homologous reproduction research in coaching for four NCAA women’s collegiate teams in the USA. Further, this study aimed to extend previous research by continuing to examine environments in which women (as a proportion) are actually the dominant gender doing the hiring of their subordinate employees. Specifically, we examined the gender representation of assistant coaches as a function of the gender of their head coach in four sports (women’s basketball, women’s soccer, women’s volleyball, and softball) across all three NCAA divisions (I, II, and III). Results for this study revealed that in three of the four sports analyzed, female head coaches continue to hire female assistant coaches at a higher rate overall than do male head coaches. Further, male head coaches have continued to decrease their homologous reproductive practices since 2002 and have begun hiring additional female assistants and fewer all male coaching staffs.

Coaches’ Perspectives on their Roles in Facilitating the Personal Development of Student-Athletes

The purpose of this study was to investigate coaches’ perspectives on the personal development student-athletes experience through interuniversity sport. Additionally, it explored the ways in which coaches understand, enable, and facilitate the personal development of student-athletes. Eight in-depth, semi-structured interviews were conducted with male and female head coaches of Canadian Interuniversity Sport programs. A qualitative analysis of the data revealed that the coaches perceived the enhancement of student-athletes’ personal development to be an important part of their role. Despite this claim, the coaches had difficulty in defining personal development and articulating how they facilitated opportunities for athletes’ personal development through sport. The findings from this study have implications for future interuniversity sport programming.

Coaches’ Perceptions of a High Performance Sport Model in Canadian Interuniversity Sport (CIS)

The landscape of sport with Canadian universities is shifting rapidly to reflect an emphasis on high performance models and a concomitant prioritization of performance outcomes. The purpose of this study was to explore coaches’ perspectives of the meaning and implications of high performance sport models in Canadian universities. In-depth, semi-structured interviews were conducted with male (n = 4) and female (n = 4) head coaches of Canadian Interuniversity sport (CIS) teams. Data were transcribed verbatim and analyzed inductively. These CIS coaches perceived that a high performance sport model is associated with a greater emphasis on winning, which in turn, has implications for job security for coaches, and the personal development of student-athletes. These findings are interpreted to suggest that an “NCAA creep” is occurring in Canadian universities. Recommendations are made for embedding interuniversity sport programs within the educational mission of universities.

Cross-Domain Relationships with Assistant and Head Coaches: Comparing Levels and Correlates

Cross-domain relationships (CDRs) involve coaches knowing and caring about aspects of athletes’ lives beyond the sport context (e.g., family, school, relationships). Purposes of the current study included (a) comparing athletes’ levels of cross-domain relationships with head and assistant coaches, (b) evaluating gender, roster size, and sport type as correlates of CDRs with head and assistant coaches, and (c) examining relationships between CDRs with head and assistant coaches and motivational variables. Collegiate athletes (N = 294, 139 male, 155 female) completed surveys assessing study constructs. Results indicated that levels of CDRs with head coaches and assistant coaches did not differ. Male athletes had stronger CDRs with head coaches than female athletes did. While female athletes with female head coaches had moderate levels of CDRs with head coaches regardless of assistant coach gender, female athletes with male head coaches had stronger CDRs with head coaches when the assistant coach was female than when the assistant coach was male. Stronger CDRs with head coaches were related to greater perceived competence, enjoyment, and sport commitment, while CDRs with assistant coaches were not related. Findings suggest that researchers should not assume that CDRs with assistant and head coaches are similarly related to athletes’ motivational outcomes.

NCAA Division I Female Head Coaches’ Experiences of Exemplary Care Within Coaching

In this paper, the experiences of 12 NCAA Division I female head coaches exemplifying care in their coaching are described. After a brief review of literature and terms, coaches’ own words from interview transcripts are used to illustrate four major themes: (a) team as “family”; (b) holistic care of student-athletes; (c) development of the “self-as-coach”; and (d) institutional care. We conclude by addressing why we believe that care is a coach education issue and why coaches should engage with the ongoing development of exemplary care.

Are Female Supervisors More Female-Friendly?

We introduce the idea that easily inferable demographic characteristics such as gender may not be sufficient to define type in the supervisor-employee mentoring relationship. We use longitudinal data on athletic directors at NCAA Division I programs to identify through observed mobility the propensity of top-level administrators to hire and retain female head coaches, above and beyond an organization's culture. We show that supervisor gender appears to be unrelated to female friendliness in this setting. Overall, our findings indicate that more focus should be placed on the more complex manager type defined by attitudes in addition to attributes.

Who Is Coaching High School Girls’ Sport Teams?

While the number of high school girls’ teams has dramatically increased since Title IX, the number of female head coaches has not. In the 10 most popular high school sports in 2011-2012, only three (volleyball, swimming and diving, and competitive spirit squads) had more than 44% female head coaches. The purpose of this study was to investigate whether females or males are coaching high school girls’ sport teams and whether female coaches are attaining head coaching positions in the most popular high school girls’ sports. Additionally, the study sought to understand better why males and females choose to become head coaches of high school girls’ sport teams and what factors might cause head high school girls’ coaches to resign from coaching. In the 21–30 age group, there were more female than male head coaches of girls’ teams, but after age 40, male head coaches vastly outnumbered female head coaches. Of the coaches with 12 or more years of experience, only 33% were females. Time away from family, player issues, inadequate compensation, and time away from other activities were the top reasons high school coaches might resign.

Work-family Conflict among Female Head Coaches in Iran

With the increased number of women participating in sport, it is anticipated that women have more opportunities to advance in sport careers such as coaching; however, women are faced with the conflict to keep up with their profession as coaches and their family duties as mothers, wives or singles. Female Division I and super league volleyball and basketball coaches participated in this qualitative, interview- based study through a selective method given that the number of women coaches is limited. Female head coaches exemplified to leave their careers because of the conflicts of work and family spill over.