Gender Diversity in Sport Leadership: A Review of United States of America National Governing Bodies of Sport

This article examines the gender diversity within the governance structures of the National Governing Bodies of Sport (NGBs) that fall under the remit of the United States Olympic Committee. This article employs Kanter’s (1977) theory of Critical Mass to examine female representation within leadership positions held in NGBs. By categorising female representation into one of Kanter’s four groups; Uniformed, Skewed, Tilted and Balanced, the article examines whether female inclusion in leadership has any impact on the NGB achieving gender membership benchmarks. Data were obtained from the USOC’s Diversity and Inclusion Scorecard. The results indicate that females are largely under-represented in leadership roles within NGBs. However, the data indicates a positive correlation between female representation in the leadership structure of NGBs, and the ability of the NGB to achieve female membership benchmarks. The study concludes that as well as supporting the ethical case for female representation, the findings highlight a clear business performance case for greater gender diversity

HRM Practices and Commitment in the European Non-profit Sport Sector

Research data were collected from four European countries.THIS DATASET IS ARCHIVED AT DANS/EASY, BUT NOT ACCESSIBLE HERE. TO VIEW A LIST OF FILES AND ACCESS THE FILES IN THIS DATASET CLICK ON THE DOI-LINK ABOV

Transformational and Transactional Leadership and Skills Approach: Insights on Stadium Management

The file attached to this record is the author's final peer reviewed version. The Publisher's final version can be found by following the DOI link.Purpose The purpose of this paper is to identify the required leadership styles and skills for stadium management, and examine the relationship between transformational and transactional leadership styles and the skills approach: technical, human and conceptual skills. Design/methodology/approach A quantitative methods approach was used to gather the data, using a sample of 212 registered individuals in stadium settings. Findings The results revealed that there are significant relationships between leadership styles and the skills approach: technical, human and conceptual skills. More importantly, leadership styles were found to be equally important even though the effect between these styles and the skills approach: technical, human and conceptual skills, varied in the three levels of management. Further details have been reported in the results. Research limitations/implications The paper provides an insight into the relationship between leadership styles and the required skills, using a quantitative methods approach. While this is an appropriate method, in-depth interviews are needed to understand why/why questions in stadium settings. Practical implications Managers should be carefully selected in the three levels of management because unqualified people can have negative consequences on the reputation of a stadium and the hosting of major events. An effective selection program focusing on mid-level managers is essential. Originality/value This research represents the first attempt to investigate and understand the relationship between leadership styles and the required skills, using evidence from stadium settings

Insights into informal practices of sport leadership in the middle east: the impact of positive and negative wasta

This study aims to explore and understand the impact of one of the informal culture forces on leadership corruption in sport settings. Semi-structured interviews were conducted with 18 individuals. Board members, presidents, and secretaries general were asked via phone interviews to describe the term wasta, using evidence from non-profit sectors in the Arab Middle East. The results show that when wasta is considered from a positive perspective, it is perceived as a means to solve problems or avoid bureaucracy, whereas it is perceived as corrupt behavior when it is considered from a negative perspective. Practical implications of the findings are discussed, together with limitations and ideas for future research

Virtuous circle:human capital and human resource management in social enterprises

The majority of the extant research on human resource management (HRM) draws conclusions based on evidence from for-profit organizations. In response to calls for the exploration of HRM in different contexts, this study focuses on understanding HRM in the context of social enterprises. The unique context of social enterprises and their unique workforce raise questions about the direct applicability of frameworks developed from examining HRM in for-profit organizations. The narratives provided by 20 CEOs, HR directors, and managers of social enterprises in the United Kingdom highlight the importance of “ethics of care” as the core of the HRM-related decisions in the “third sector.” In addition, we identify five distinct workforce categories and propose a typology of differentiated HRM systems that enable social enterprises to achieve their dual mission. Finally, we propose a “virtuous circle” model, highlighting “ethics of care” as the main driver for organizational outcomes, using differentiated HRM systems that better serve their needs