The Integration of Single Case Designs in Coaching Contexts: A Commentary for Applied Sport Psychologists

From personal experiences of working with coaches toward the modification of behaviors and psychological constructs that include motivation, enjoyment, and self-confidence, this commentary highlights how the integration of single case designs can enhance the services of sport psychology practitioners. Interventions within golf, soccer, and tennis are outlined, targeting factors pertinent to the coaches, their players or team members, and the development of relationships with parents. Single case designs are posited as enabling the implementation of personal, evidence-based interventions that yield perceptible differences in cognitive, affective, and behavioral responses within athletic populations; factors that enhance and underpin the practitioner-coach relationship.     

The Role of the Coach in Facilitating Positive Youth Development: Moving from Theory to Practice

Sport is suggested as a potentially important and sufficient path for positive youth development. However, how this responsibility is translated by coaching practitioners is not understood. This research investigated whether coaching practitioners desire outcomes for their adolescent athletes that reach beyond on-field success, and incorporate constructs that are associated with positive youth development. Twenty-two participation coaches for adolescent athletes participated in semi-structured interviews. Results suggest that coaches see themselves as responsible for facilitating eight interrelated and interdependent themes that are consistent with the positive youth development literature: competence, confidence, connection, character, life skills, climate, positive affect and, positive psychological capacities.     

Exploring personality preferences in relation to psychological career resources among managerial staff in the Western Cape fast food industry

The study explored the relationship between individuals' personality preferences (as measured by the Myers-Briggs Type Indicator, Form M) and their psychological career resources (as measured by the Psychological Career Resources Inventory) and whether the personality types differed significantly in terms of their psychological career resources. The participants were a non-probability sample (N?=?81; females?=?74%, blacks?=?78%) of managerial-level staff from five fast food franchise restaurants in the Western Cape, South Africa. Quantitative statistical procedures were used to explore the association between the participants' personality preferences and psychological career resources. Findings suggest introverted and extraverted personality type preferences to be significantly associated with the participants' psychological career resources. Major differences were observed for the introverted sensing feeling perceiving (ISFP), extraverted sensing feeling judging (ESFJ), introverted sensing feeling judging (ISFJ), extraverted sensing thinking judging (ESTJ) and introverted sensing thinking judging (ISTJ) personality types in their relationship to the career preference of variety/creativity, need for career growth/development, their self/other skills and social connectivity.     

Experiences of Managers of Aggression in the Workplace

The study explored and described the experiences of workplace aggression by managers in a northern South African district. Participants were seven managers from two medium sized companies. One of the companies was from the dairy industry and the other from the auditors' industry. These participants held managerial positions over other workers for at least one year, were from the same district and could converse fluently in Afrikaans and English. Data were gathered using in-depth phenomenological interviews and analysed by means of open coding. Findings suggest that work place aggression could be confused with ambition, the quality of discipline and conflict, and power play. Managers also observed that while an aggressive management style was effective to get the job done, it could also hamper constructive communication and the quality of work life.     

Systematic review of the effectiveness of interpersonal coach education interventions on athlete outcomes

ObjectivesTo systematically review and evaluate the literature on the effectiveness of coach education interventions. Specifically, we aimed to: (a) describe the non-formal coach education interventions aimed at coaches' interpersonal knowledge base, (b) highlight underpinning theoretical models, (c) assess the methodological quality of articles evaluating these interventions, (d) identify participant characteristics, and (e) establish the effect of these interventions on athletes' cognitive, affective, and behavioural outcomes.DesignSystematic review of published empirical research.MethodPublished English language articles were identified using electronic databases and manual searches of reference lists. The quality of the identified articles was assessed using the Effective Public Health Practice Project (EPHPP) tool.ResultsFour interventions fulfilled the inclusion criteria and were thus systematically reviewed. Overall, education interventions based on coach effectiveness training and achievement goal theory produced mixed effects on a variety of athlete outcomes, such as anxiety, self-esteem, fear of failure, and motivational orientation.ConclusionsDue to the diversity in athlete outcomes and intervention design, it is difficult to draw firm conclusions around the effectiveness of coach education interventions. The small number of identified interventions highlights the current paucity of empirical data on coach education intervention effectiveness. More research is needed to further our understanding of intervention effectiveness to allow for growth and improvement in coach education. Furthermore, theory-based, rather than “theory inspired” coach education interventions are required.