Performance Excellence: A Personal Perspective on the Link Between Sport and Business

This article provides a personal perspective on the link between excellence in sport and business. It traces the author's transition from sport psychologist to business consultant before identifying specific areas in which direct links can be drawn between the two domains. Specifically, five major areas are addressed: organizational issues, in which a demands, supports, constraints approach is outlined; stress, including a model of stress in leaders and a model of stress and coping; leadership, in which a model of leadership and how it relates to performance is presented; high-performing teams, based on a create, unite, perform (CUP) model of team building, team work, and team effectiveness; and one-to-one coaching/consulting, in which common areas across sport and business are identified. The general conclusion is that the principles of elite performance in sport are easily transferable to the business context, and also that sport has a considerable amount to learn from excellence in business.     

Organizational psychology in elite sport: Its emergence,application and future

ObjectivesThe rapid development of elite sport in Europe and across the world has had far-reaching psychosocial ramifications for those operating within its sphere of influence. Whilst sport psychologists in the latter part of the 20th century largely focused on the cognitive determinates of elite performance, the findings of recent research suggest that sport psychologists in the 21st century will need to better understand the organizational influences on world-class athletes. The purpose of this paper is, therefore, to discuss the emergence, application and future of organizational psychology knowledge in elite performance sport.MethodNarrative review and commentary.Results and conclusionThe review discusses the findings of six lines of inquiry that point to the salience of organizational issues in elite sport: i) factors affecting Olympic performance; ii) organizational stress in athletes, coaches and parents; iii) perceptions of roles within sports teams; iv) organizational success factors in sport and business; v) performance environments in elite sport; and vi) organizational citizenship behavior in sport. The commentary then focuses on the theoretical underpinnings and practical implementation of organizational service delivery in elite sport, and concludes by reflecting on how developments in this area have the potential to inform future practice and research relating to the psychology of elite sport.     

Athlete leadership dispersion and satisfaction in interactive sport teams

ObjectiveAthlete leadership on sport teams can be represented by an individual occupying a formal or informal leadership role within a team who influences a group of team members to achieve a common goal [Loughead, Hardy, & Eys, (2006). The nature of athlete leadership. Journal of Sport Behavior, 29, 142–158]. Previous research has suggested that individuals involved in sport view the presence of athlete leaders as a crucial component to the effective functioning of the team [Glenn & Horn, (1993) Psychological and personal predictors of leadership behavior in female soccer athletes. Journal Applied of Sport psychology, 5, 17–34]. The purpose of the present study was to examine, at both the beginning and end of a competitive season, the relationship between individual perceptions of athlete leader dispersion across three types of leadership functions (i.e., task, social, external) and satisfaction.MethodParticipants included 218 intercollegiate athletes from a variety of interactive team sports. At the beginning and end of their competitive seasons, athletes indicated who the task, social, and external leaders were on their respective teams and responded to four dimensions of the Athlete Satisfaction Questionnaire [Riemer & Chelladurai, (1998) Development of the Athlete Satisfaction Questionnaire (ASQ). Journal of Sport and Exercise Psychology, 20, 127–156].ResultsThose who perceived all three leadership functions to be represented to the same degree (i.e., higher number of leaders for all three functions, an average number of leaders for all three functions, or a lower number of leaders for all three functions) were more satisfied with their team's performance and degree to which the team was integrated than those individuals who perceived an imbalance in the number of athletes engaging in those functions.ConclusionThe relative number of leaders within sport groups is related to individual perceptions of satisfaction.     

Failure is not an option for Black women: Effects of organizational performance on leaders with single versus dual-subordinate identities

We contribute to a current debate that focuses on whether individuals with more than one subordinate identity (i.e., Black women) experience more negative leader perceptions than do leaders with single-subordinate identities (i.e., Black men and White women). Results confirmed that Black women leaders suffered double jeopardy, and were evaluated more negatively than Black men and White women, but only under conditions of organizational failure. Under conditions of organizational success, the three groups were evaluated comparably to each other, but each group was evaluated less favorably than White men. Further, leader typicality, the extent to which individuals possess characteristics usually associated with a leader role, mediated the indirect effect of leader race, leader gender, and organizational performance on leader effectiveness. Taken together, these results suggest that Black women leaders may carry a burden of being disproportionately sanctioned for making mistakes on the job.     

The White standard: racial bias in leader categorization

In 4 experiments, the authors investigated whether race is perceived to be part of the business leader prototype and, if so, whether it could explain differences in evaluations of White and non-White leaders. The first 2 studies revealed that "being White" is perceived to be an attribute of the business leader prototype, where participants assumed that business leaders more than nonleaders were White, and this inference occurred regardless of base rates about the organization's racial composition (Study 1), the racial composition of organizational roles, the business industry, and the types of racial minority groups in the organization (Study 2). The final 2 studies revealed that a leader categorization explanation could best account for differences in White and non-White leader evaluations, where White targets were evaluated as more effective leaders (Study 3) and as having more leadership potential (Study 4), but only when the leader had recently been given credit for organizational success, consistent with the prediction that leader prototypes are more likely to be used when they confirm and reinforce individualized information about a leader's performance. The results demonstrate a connection between leader race and leadership categorization.     

The Relationship Between Gender Role Stereotypes and Requisite Military Leadership Characteristics

The continuing emphasis on the need to utilize fully women's leadership skills in traditionally or predominantly male environments highlights the need for understanding gender stereotypes and leadership characteristics perceived to be associated with various jobs. This study essentially replicates Schein's research (1973, 1975) to determine the extent of gender stereotypes held by military students for military leadership positions. The results indicate (1) continued disparity in men's perceptions of the similarities between women and leaders, (2) support of previous findings that women recognize similarities between women and leaders, (3) senior military students possess stronger masculine gender role stereotypes of successful officers than do students with less than 1 year of service in the military academy, (4) greater experience with being led by female leaders did not affect men's masculine gender role stereotypes of successful leaders, and (5) successful female cadet leaders perceive successful officers as having characteristics commonly ascribed to both women and men. These results are interpreted in light of previous research on gender roles and leadership, and the practical implications for meeting organizational, and individual objectives for successful utilization of women in military leadership positions are discussed.     

Event justice and social entity justice: A cross-lagged analysis

IntroductionThe life of organizations is punctuated by a wide range of managerial decisions (e.g., hiring and selection procedure, performance appraisal, new working methods). Facing such events, employees evaluate the fairness of the situation experienced (event justice). They can also examine the fairness demonstrated by a specific entity, such as the organization or the supervisor (social entity justice). So far, little is known about how justice judgments about events vs. entities are related to each other, especially in a context of organizational change.ObjectiveBuilding on decision-making and organizational justice literature, we investigate the directionality of the causal relationships between event justice and social entity justice within a context of organizational change in a Belgian company (a significant reorganization at the level of the organization chart resulting in different changes for employees).MethodsWe used two samples (team leaders and executives) and realized a cross-lagged panel analysis with two measurement times.ResultsThe study shows that, in both samples, employees’ fairness perceptions about their organization (social entity justice) influence their interpretation of the fairness of subsequent events involving the organization (event justice).ConclusionBuilding and fostering a climate of justice is therefore of primary importance to organizations, since global fairness perceptions about the organization may help employees to perceive a specific event, such as an organizational change, as being fair.     

High school student-athletes’ perceptions and experiences of leadership as a life skill

ObjectivesThe purpose of this study was to gain student-athlete perceptions of: (1) the definition of leadership for high school student-athletes; (2) the process of leadership development in high school sport; and (3) the factors that have helped or hindered leadership transfer between high school sport and other life domains.DesignThis study was grounded in an interpretivist ontological perspective and used focus group interviews to gather insights of student-athletes’ leadership experiences.MethodPurposeful sampling identified 33 high-school student-athlete leaders who were members of student advisory councils for high school state athletic associations in the United States. The 15 females and 18 males participated in focus-group interviews. Reflexive thematic analysis of the interview data was then conducted.ResultsResults revealed that student-athlete leadership was viewed as a skill-set and a mindset, driven by individual agency. As an on-going developmental process, student-athletes gained awareness of leadership skills, increased self-expectations and self-confidence in their use and application of leadership skills, and developed a transformational leadership mindset, as they encountered and engaged with critical learning opportunities in high school sport and gained support from coaches and peers. Leadership application outside of sport was a multidimensional psychological process, including both conscious and implicit elements, and facilitated or constrained by environmental opportunities and social influences.ConclusionsHigh school sport offers a unique context where self-agentic youth leadership development in sport and life can occur through experiential learning opportunities. To this point, future research directions and recommendations for practitioners will be provided.     

Sport psychologists' perceptions of sport and mental health practitioners

Abstract

This study surveys recently graduated sport psychology (SP) doctoral students' (N = 34) educational backgrounds, work experiences, and perceptions of the professional field of SP inside and outside the realm of academia. Special attention was given to subjects' perceptions and expectations with regard to applied work in SP, actual work experiences, and income. Findings indicate that almost all graduates are spending their time in a variety of work activities, i.e., some combination of teaching, research, consulting, administration, and coaching, with a strong emphasis on teaching in an academic institution. Gender analysis revealed that, in general, females earned 74% of what males earned; females earned 53% of what males earned outside academia. Graduates' personal comments suggest a concern about consumer demand and financial support offered applied professionals in SP as well as the adequacy of their own training to provide applied services. Implications for AAASP and SP program directors are provided.     

The gap between athletes’ and parents’ perceptions of parental practices: The role of gender

ObjectivesThe present study explored the differences between athletes’ and parents’ perceptions of parental practices (i.e., active involvement, directive, pressure, praise, and understanding behaviours implemented by parents in the context of their child’s sport) by considering athletes’ and parents’ gender.Designcross-sectional study.MethodParents (N = 352) and athletes (N = 256, M = 14.72 years) completed a questionnaire to measure their perceptions of parental practices in sport. Zero-order correlations were computed for the entire sample and each sub-group (i.e., father-daughter, father-son, mother-daughter, and mother-son). One-level multilevel model (level 1: respondent) was computed to measure the influence of the respondent on the perceptions of parental practices. Two-level multilevel model (level 1: respondent, level 2: dyad) estimated the impact of the athletes’ gender, parents’ gender, and their interaction on the differences in perceptions.ResultsCorrelations highlighted relatively modest concordance between perceptions of parents and adolescents. Multilevel models showed that compared to athletes, parents reported significantly less frequent use for directive behaviours (β = −0.29) and more frequent use for active involvement (β = −0.18) and praise and understanding (β = 0.27). Correlations and multilevel models showed that the differences between athletes’ and parents’ perceptions of parental practices differed according to gender. The differences in perceptions of the directive behaviours (β = −0.22) and active involvement (β = 0.22) were higher when the father was involved in the dyad compared to the mother.     

Change in physical self-perceptions across the transition to secondary school: Relationships with perceived teacher-emphasised achievement goals in physical education

ObjectivesThis study aimed to examine the effects of change in perceived teacher achievement goal emphasis in physical education (PE) on physical self-perceptions and self-esteem across the transition to secondary school.Design & methodsA longitudinal design was adopted with three time points, one at the end of primary school and two during the first year of secondary school. Participants (N = 491) were cross-classified by primary (N = 42) and secondary (N = 46) PE class in order to examine the association between perceived class-level teacher-emphasised goals and within-class student goals with self-beliefs.ResultsPersonal approach goals and class perceptions of teacher mastery approach goal promotion were all positively associated with ratings of co-ordination, sport competence, flexibility, and endurance in primary school. More favourable perceptions of coordination, sport competence, strength, flexibility, and endurance during the first year of secondary school were predicted by an increase in performance approach goal emphasis, whereas ratings of sport competence and flexibility were negatively associated with an increase in mastery approach goal emphasis.ConclusionsAlthough not entirely consonant with theoretical predictions, current findings suggest that teacher-emphasised performance approach goals in PE can promote development of several physical self-perceptions in the initial year of secondary school.     

The Interaction Effects of Leader and Follower Conscientiousness on Person-Supervisor Fit Perceptions and Follower Outcomes: A Cross-Level Moderated Indirect Effects Model

ABSTRACT

The primary purpose of this study is to examine how the cross-level interaction between leader and follower conscientiousness influences person-supervisor (PS) fit perceptions, which in turn impact follower work attitudes and organizational citizenship behavior (OCB). Based on a sample of 1,204 participants in 167 work teams, the results of our cross-level moderated indirect effects model show that highly conscientiousness followers whose leaders also have high levels of conscientiousness experience enhanced perceptions of PS fit which result in higher levels of job satisfaction and OCB and lower levels of intention to quit. The study suggests that high leader conscientiousness serves as a supportive situational cue that motivates followers to more fully express their conscientiousness and act in ways consistent with their conscientiousness.     

Student clinicians’ and clients’ perceptions of the therapeutic alliance and outcomes in stuttering treatment

PurposeThe purpose of this study was to examine how the therapeutic alliances (TA) of graduate student clinicians and adult clients who stutter relate to perceived treatment outcomes.MethodsStudent clinicians (N = 42) and adult clients who stutter (N = 22) completed a survey assessing their TA strength and perception of treatment outcomes. Responses were analyzed to determine similarities and differences in how clinicians and clients relate the TA to perceptions of treatment effectiveness, progress, and outcome satisfaction.ResultsResults suggest that clinicians and clients who stutter both relate the TA to treatment outcome, but in different ways. While clinicians associate the TA most with treatment effectiveness and client progress, clients relate the TA most to outcome satisfaction.ConclusionClinicians should be aware that for adult clients who stutter, outcome satisfaction is related to the degree of shared understanding, agreement on daily tasks, and bond they experience with their clinician. To ensure a strong TA and client satisfaction, clinicians should actively seek their clients’ perspective regarding TA status.     

The role of leadership perception as a mediator between managers’ self-monitoring and subordinate attitudes

Although the role of social cognition in leadership perception has been emphasized frequently in recent years, research using this approach in an organizational context is rare. This study investigated subordinates’ perceptions of their managers as leaders (that is, to what extent they perceive their manager as a leader) as a potential mediating factor explaining the relationship between managers’ self-monitoring and their subordinates’ attitudes toward their organizations. The study was carried out with middle-level managers (N = 64) and their subordinates (N = 210) from various business organizations in Turkey. Results indicate that subordinates’ leadership perceptions of their managers mediate the relationship between managers’ self-monitoring and their subordinates’ affective and normative organizational commitment. These results provide insight into some of the antecedents and outcomes of leadership perception.     

Coach autonomy support predicts autonomous motivation and daily moderate-to-vigorous physical activity and sedentary time in youth sport participants

ObjectiveGuided by self-determination theory (Deci & Ryan, 1987), this study tested a trans-contextual model linking perceptions of the social environment created by the youth sport coach to levels of autonomous and controlled motivation, and objectively measured daily moderate-to-vigorous physical activity (MVPA) and sedentary time (ST) in young football players.DesignThe study employed a cross-sectional design, assessing physical activity using accelerometers.Method105 male youth sport footballers (M age = 12.79 ± 1.85 years) wore a GT3X accelerometer for 7 days. Measures of height and weight were recorded. Participants completed a multi-section questionnaire assessing perceptions of autonomy support and controlling coaching behaviours, and motivation toward their participation in sport and physically active games.ResultsPath analysis supported a model in which players’ perceptions of coach-provided autonomy support positively predicted autonomous motivation for sport engagement. In turn, autonomous motivation was positively associated with MVPA, and negatively related to ST (min/day). Controlling coach behaviours were positively linked to controlled motivation. However, controlled motivation for sport and physically active games was unrelated to daily MVPA and ST. Perceptions of coach-provided autonomy support had a significant positive indirect effect on daily MVPA, and a significant negative indirect effect on daily ST.ConclusionsResults suggest that autonomy supportive coach behaviours are related to daily physical activity patterns in young male footballers. Theory-based interventions that aim to encourage autonomy supportive coaching, and subsequently foster autonomous reasons for sport engagement, may enhance the potential of youth sport for increasing daily MVPA and reducing ST among children and adolescents active in this setting     

Male leaders with paternity leaves: effects of work norms on effectiveness evaluations

ABSTRACT

With the growing relevance of work–family balance and gender equality at work, researchers have extensively recognized the importance of men’s greater home involvement. Yet, little is known about how people evaluate men and particularly male leaders with involved fathering behaviours, such as taking a long paternity leave. Using a social normative perspective, we explore whether cultural standards providing social approval for work–life balance influence competence evaluations of male leaders who request a paternity leave. Results from three experimental and field studies suggest that perceptions of a supportive work-family culture favour more positive evaluations of male leaders with a paternity leave. Associations were stronger for people with leadership aspirations and roles. Several main effects emerged too: male leaders taking a leave beyond the standard (from 2 weeks to 3 months) received more negative evaluations than male leaders with a shorter, statutory leave (from 2 days to 2 weeks), and employees’ sexism predicted negative evaluations. Also, slightly lower status was attributed to male compared to female leaders who requested a leave. Findings are discussed in terms of how male managers’ domestic behaviour should be further reinforced with organizational discourses and practices.     

LEADERSHIP TRAINING IN ORGANIZATIONAL JUSTICE TO INCREASE CITIZENSHIP BEHAVIOR WITHIN A LABOR UNION: A REPLICATION

In a replication of a quasi-experiment by Skarlicki and Latham (1996), we investigated the effect of training union leaders ( N = 25) in the administration of organizational justice principles on union members' ( N = 177) perceptions of their leaders' fairness and the members' subsequent citizenship behavior toward their union. Despite the fact that the union members were also shareholders of the company, the results were replicated. Union leader training increased members' perceptions of their leaders' fairness as well as union members' citizenship behavior directed both toward the union as an organization (OCBO) and fellow union members (OCBI). Organizational justice was found to partially mediate the effect of the training on OCBO, but not OCBI.     

Ethical beliefs and behaviors in applied sport psychology: The AAASP ethics survey

Abstract

AAASP members (N = 508) were surveyed to obtain preliminary data on ethical beliefs and behaviors specific to the practice of applied sport psychology. Completed surveys were received from 165 individuals. On the structured response portion of the survey, there were few differences in ethical beliefs and behaviors as a function of gender, professional/student status, and academic discipline. Nevertheless, a large number of controversial behaviors (N = 24) and difficult judgments (N = 8) were identified. Results of the open-ended portion of the survey indicated that most of the questionable ethical practices cited by respondents corresponded to violations of American Psychological Association (APA) Ethical Standards. The findings lend initial support for AAASP to adopt the APA Ethical Standards and suggest the need for ethics training specific to applied sport psychology.