Surviving rather than thriving: Understanding the experiences of women coaches using a theory of gendered social well-being

In shifting our gaze to the sociological impact of being in the minority, the purpose of this study was to substantiate a model of gendered social well-being to appraise women coaches’ circumstances, experiences and challenges as embedded within the social structures and relations of their profession. This is drawn on indepth interviews with a sample of head women coaches within the UK. The findings demonstrate that personal lives, relationships, social and family commitments were sidelined by many of the participants in order to meet the expectations of being a (woman) coach. We locate these experiences in the organisational practices of high performance sport which hinder women coaches from having meaningful control over their lives. The complexities of identity are also revealed through the interplay of gender with (dis)ability, age and whiteness as evidence of hegemonic femininity within the coaching profession. Consequently, for many women, coaching is experienced as a ‘developmental dead-end’

Current evidence concerning the psychological and employment contract of sport coaches in South Africa

The entire contract spectrum that governs the employment relationship ranges from being strictly legal, as governed by the employment law and more specifically the employment contract, to purely psychological, where scholars refer to the psychological contract. The purpose of this study is to examine the relationship between sport coaches and their employer; and their experience of employer obligations, employee obligations, state of psychological contract, violation of their expectations and its impact on sport coaches' intention to quit. A non-experimental research design utilising a quantitative research approach was adopted to investigate the psychological contract coaches experienced in their current positions. The sample consisted of 151 sport coaches in the Gauteng province of South Africa. The Psycones (employer obligations, employee obligations, state of the psychological contract) and Intention to Quit scales were used. Cronbach alpha coefficient and Pearson correlation were used to analyse the data. The findings reveal that employer obligations showed practical significant correlations with fairness and trust, but a negative relationship with violation of the psychological contract. Furthermore, the findings indicate that temporary employees tend to trust the employer more than permanent employees, and permanent employees perceive violation of their psychological contract more than temporary employees. Despite a number of serious conceptual and empirical limitations in the literature on sport and psychological contract, the idea of a psychological contract remains extremely popular. In itself, this is an important phenomenon to acknowledge in terms of both theory and practice.http://reference.sabinet.co.za/document/EJC16533

ANALYSIS OF THE GUIDELINES FOR CLASSIFICATION OFADVERTISING COSTS IN TAXATION

Advertising plays a distinct role in economies around the world. Previous studieshave not resolved the question related to the classification of advertising as anexpense or capital asset. Understanding the principles set out in TheIncome TaxAct 58 of 1962, with regard to the classification of advertising cost as capital orrevenue of nature is important, since the incorrect interpretation of principles willhave a direct impact on tax liability. The focus of this study is the classification ofadvertising costs for tax purposes. Research questions posed in this paper areanswered through the development of a classification process that may assist withthe classification of advertising costs for the purpose of taxation. Guidelines forthe classification of advertising costs as capital or revenue of nature are needed tocorrectly classify advertising costs for tax purposes. Furthermore, thedetermination of when advertising costs will be regarded as capital of nature isalso determined. A qualitative research approach is applied, including a literaturereview of case law and income tax acts. The contribution of this study is found inthe guidelines set for the classification of advertising costs for tax purposes byusing principles from national and international case law

Relationship between social contract, anxiety, performance, workload and intention to quit among professional sport coaches

Within the relationships in modern sport, coaches hold a degree of authority over their athletes and, by implication, operate to some degree as supervisors. Athletes are in the subordinate roles as employees are to employers. As in most employment relationships, there are times when athletes, like employees, find themselves at odds with their respective coaches and vice versa. Understanding the social contract in the context of sport coaching may provide an explanation regarding the role and function of athlete dissent, particularly as it changes or evolves to the level of sport participation and the expectations and demands of coaches. The purpose of this study was, therefore, to examine the relationship between sport coaches social contract, performance, workload, anxiety and their influence on sport coaches intention to quit. A non–experimental survey design was used to collect data from sport coaches. A research instrument which included a section requesting demographic information, and the Social Contract Scale, Perceived Performance Scale, Workload Scale, Anxiety Scale, and Intention to Quit Scale was administered to the coaches. Means, standard deviations, skewness and kurtosis were used to describe the empirical data. Reliability and validity were established using factor analysis and Cronbach alpha coefficients. Structural equation modelling (SEM) using AMOS was employed to test the hypotheses. The results revealed that a positive relationship does not exist between sport coaches social contract and perceived performance. Furthermore sport coaches anxiety indirectly mediates the relationship between perceived performance and intention to quit. Increased workload and anxiety have the potential to influence coaches performance levels and intention to quit. Therefore, it is of great importance that sport organisations consider these factors when determining the expected outputs of sport coaches. http://reference.sabinet.co.za/document/EJC175493http://www.ajol.info/index.php/ajpherd/article/view/12146