A meta-analysis of women professional evolution in sports leadership
-
Received July 11, 2023;Accepted September 7, 2023;Published October 16, 2023
-
Author(s)Link to ORCID Index: https://orcid.org/0009-0002-1618-3780Link to ORCID Index: https://orcid.org/0000-0002-4815-9905Link to ORCID Index: https://orcid.org/0000-0002-5015-5532
-
DOIhttp://dx.doi.org/10.21511/ppm.21(4).2023.04
-
Article InfoVolume 21 2023, Issue #4, pp. 38-51
- TO CITE АНОТАЦІЯ
-
Cited by1 articlesJournal title:Article title:DOI:Volume: / Issue: / First page: / Year:Contributors:
- 666 Views
-
286 Downloads
This work is licensed under a
Creative Commons Attribution 4.0 International License
The underrepresentation of women in sports leadership positions raises significant concerns regarding equality and diversity. This study aims to explore the relationship between sports leadership and gender. The objective is to understand and highlight the individual, organizational, and societal factors hindering women’s progress in sports leadership roles. This paper identified 32 publications out of 157 selected references through the systematic literature review (SLR) method. The results of this meta-analysis reveal that despite their active involvement in sports, women remain inadequately represented in leadership roles. In fact, women face several challenges, including sexism, underestimation of their skills, and associating them with family constraints. Consequently, it becomes imperative to take concrete measures to promote gender equality and an equal professional development environment for both genders. Several areas for future studies could deepen the understanding of sports leadership and gender, including cross-linguistic comparisons, intersectional perspectives, longitudinal analyses, a study of male dynamics, technological impact, the evaluation of organizational policies and practices, as well as cultural comparisons.
- Keywords
-
JEL Classification (Paper profile tab)J16, D87, L83
-
References37
-
Tables3
-
Figures7
-
- Figure 1. Process of selection and exclusion of articles in the databases
- Figure 2. Type of publications
- Figure 3. Scientific databases or search engines
- Figure 4. Number of publications per year
- Figure 5. Word cloud generated from the French corpus
- Figure 6. Word cloud obtained from the English corpus
- Figure 7. References according to research methodology and language
-
- Table 1. Number of documents in the corpus
- Table 2. Approaches and data analysis in English references
- Table 3. Approaches and data analysis in Francophone research
-
- Adriaanse, J. A., & Schofield, T. (2013). Analysing gender dynamics in sport governance: A new regimes-based approach. Sport Management Review, 16(4), 498-513.
- Adriaanse, J., & Schofield, T. (2014). The impact of gender quotas on gender equality in sport governance. Journal of Sport Management, 28(5), 485-497.
- Ahn, N. Y., & Cunningham, G. B. (2020). Standing on a glass cliff? A case study of FIFA’s gender initiatives. Managing Sport and Leisure, 25(1-2), 114-137.
- Allia, K. (2005). Femmes diplômées et secteurs d’activité en Algérie [Women and business sectors in Algeria]. Les cahiers du CREAD, 74, 61-72. (In French).
- Almuawi, M. S. A. (2021). Women in sport leadership in Saudi Arabia. Journal of American Academic Research, 9(2), 21-25.
- Aman, M. P., Hanapi, S., Yusof, A., Razali, A. B., & Dev, R. D. O. (2019). Women in sport leadership positions in Malaysia: Issues and challenges. International Journal of Academic Research in Business & Social Sciences, 9(11), 1506-1519.
- Brackenridge, C., & Fasting, K. (2002). Harcèlement et abus sexuels dans le sport: Le contexte de la recherché [Sexual harassment and abuse in sport: The research context]. Journal des Agressions Sexuelles, 8(2), 3-15. (In French).
- Coenen-Huther, J. (2010). L’égalité professionnelle entre hommes et femmes: Une gageure [Gender equality in the workplace: A challenge]. L’Harmattan. (In French).
- Cooky, C., Dycus, R., & Dworkin, S. L. (2013). “What makes a woman a woman?” versus “our first lady of sport”: A comparative analysis of the United States and the South African media coverage of Caster Semenya. Journal of Sport and Social Issues, 37(1), 31-56.
- Cosentino, A., Weese, W. J., & Wells, J. E. (2021). Strategies to advance women: Career insights from senior leadership women in professional sport in Canada. Frontiers in Sports and Active Living, 3.
- Culver, D. M., Kraft, E., Din, C., & Cayer, I. (2019). The Alberta women in sport leadership project: A social learning intervention for gender equity and leadership development. Women in Sport and Physical Activity Journal, 27(2), 110-117.
- Desvaux, G., Devillard-Hoellinger, S., & Baumgarten, P. (2007). Women matter: Gender diversity, a corporate performance driver (Technical Report). McKinsey & Company.
- Eagly, A. H., & Carli, L. L. (2007a). Through the labyrinth: The truth about how women become leaders (308 p.). Harvard Business Review Press.
- Eagly, A. H., & Carli, L. L. (2007b). Women and the labyrinth of leadership. Harvard Business Review, 85(9), 62-71.
- Fagenson, E. A. (1990). Perceived masculine and feminine attributes examined as a function of individuals’ sex and level in the organizational power hierarchy: A test of four theoretical perspectives. Journal of Applied Psychology, 75(2), 204-211.
- Femmes et sport au Canada et E-Alliance. (2021). Les femmes et le leadership dans le sport: Aperçu de 2021 [Women and leadership in sport: A look ahead to 2021]. (In French).
- Goetz, M. (2003). Women’s education and political participation (Background paper). The Education for All Global Monitoring Report 2003/4 Gender and Education for All: The Leap to Equality, UNESCO.
- Harrison, C. K., Lapchick, R. E., & Janson, N. K. (2009). Decision making in hiring: Intercollegiate athletics coaches and staff. New Directions for Institutional Research, 2009(144), 93-101.
- iKNOW Politics. (2010). The impact of illiteracy on young women.
- Kamdem, E., Cornet, A., Mbimbi, P. S., Hakizumukama, A., & El Abboubi, M. (2021). La gestion des ressources humaines en Afrique subsaharienne et en Afrique du Nord. [Human resources management in sub-Saharan and North Africa]. PUQ. (In French).
- Kihl, L., Babiak, K., & Tainsky, S. (2014). Evaluating the implementation of a professional sport team’s corporate community involvement initiative. Journal of Sport Management, 28(3), 324-337.
- LaVoi, N. M. (2016). Women in sport coaching. New York: Routledge.
- Leglise, E. (2017). Des femmes dans la direction des clubs de judo: «Plafond de verre» et rapports sociaux de sexe dans l’Espace Catalan Transfrontalier [Women in judo club management: The glass ceiling and gender relations in the Catalan cross-border area]. University of Perpignan. (In French).
- Martel, J. (2007). “It’s a long hard road to the top”: The career paths and leadership experiences of women in Canadian sport administration. University of British Columbia.
- Mazerolle, S. M., Burton, L., & Cotrufo, R. J. (2015). The experiences of female athletic trainers in the role of the head athletic trainer. Journal of Athletic Training, 50(1), 71-81.
- M’Mbaha, J. M., & Chepyator-Thomson, J. R. (2016). Portraits of Kenyan women in sport leadership: Evidence of determination, perseverance, and achievement. International Journal of Sport Management, 17(1), 22-48.
- Murgia, A., & Poggio, B. (2018). Gender and precarious research careers: A comparative analysis (1st ed.) (256 p.). London: Routledge.
- Ngoyi, A. T. (2015). Rôle de la femme dans la société et dans l’Église: Pour une justice et une réconciliation durables en Afrique [The role of women in society and in the Church: For lasting justice and reconciliation in Africa]. Théologiques, 23(2), 203-228. (In French).
- Northouse, P. G. (2018). Leadership theory and practice (8th ed.) (528 p.). Sage.
- Onu Femmes & Banque africaine de développement. (2021). Emplois verts pour les femmes en Afrique. [Green jobs for women in Africa]. Jura Editing Services & Jen Ross. (In French).
- Organista, N. (2021). Gendering of recruitment and selection processes to boards in Polish sports federations. International Journal of Sport Policy and Politics, 13(2), 259-280.
- Pape, M. (2020). Gender segregation and trajectories of organizational change: The underrepresentation of women in sports leadership. Gender & Society, 34(1), 81-105.
- Step Up Equality (SUE). (2020). A handbook of best practices: Women’s leadership and decision making within sport. Output of the Step Up Equality project.
- UNESCO. (2006). Rapport mondial de suivi de lducationpour tous: Genre et ducationpour tous: le pari de lgalit.[Education for all global monitoring report: Gender and education for all: The leap to equality]. (In French).
- Vilo, G. F., Castillo, C. M., & Améstica, M. C. (2022). Barreras, facilitadores y estrategias que influyen en la participación femenina en juntas directivas de federaciones deportivas chilenas [Obstacles, facilitators and strategies influencing women’s participation on the boards of Chilean sports federations]. Retos: Nuevas Tendencias en Educación Física, Deporte y Recreación, 44, 34-44. (In French).
- Walker, N. A., & Bopp, T. (2011). The underrepresentation of women in the male-dominated sport workplace: Perspectives of female coaches. Journal of Workplace Rights, 15(1).
- Williamson, S., Carson, L., & Foley, M. (2020). Representations of new public management in Australian public service gender equality policies. Equality, Diversity and Inclusion, 39(2), 235-250.
-
-
Data curation
Chaymaa Lotfy
-
Investigation
Chaymaa Lotfy
-
Methodology
Chaymaa Lotfy
-
Resources
Chaymaa Lotfy
-
Software
Chaymaa Lotfy
-
Writing – original draft
Chaymaa Lotfy, Annie Cornet
-
Writing – review & editing
Chaymaa Lotfy, Yasmina Bennis Bennani, Annie Cornet
-
Conceptualization
Yasmina Bennis Bennani, Annie Cornet
-
Project administration
Yasmina Bennis Bennani, Annie Cornet
-
Supervision
Yasmina Bennis Bennani, Annie Cornet
-
Validation
Yasmina Bennis Bennani, Annie Cornet
-
Visualization
Yasmina Bennis Bennani, Annie Cornet
-
Formal Analysis
Annie Cornet
-
Funding acquisition
Annie Cornet
-
Data curation
-
The growth strategies of a global pharmaceutical company: a case study of Aspen Pharmacare Holdings Limited
Victoria Margaret Hodgon , Muhammad Ehsanul Hoque doi: http://dx.doi.org/10.21511/ppm.15(1-1).2017.12Problems and Perspectives in Management Volume 15, 2017 Issue #1 (cont.) pp. 248-259 Views: 2852 Downloads: 3140 TO CITE АНОТАЦІЯGiven the rapid and sustained growth of Aspen over the past decade, the main aim of this study is to identify and analyze the growth strategies, adopted by Aspen over the period from 2004 to 2014. The research method used was a descriptive study through a single case study of Aspen by analyzing secondary data in the form of publicly available company reports and presentations, as well as financial results, issued between 2004 and 2014. The study finds that, guided by strategic and visionary leadership, Aspen adopted a number of growth strategies including (i) organic growth, as a key factor in creating incremental value for Aspen and its stakeholders, (ii) inorganic growth, in the form of carefully planned and well executed acquisitions, aligned to the Group strategy, (iii) extending territorial coverage through global expansion, particularly into emerging pharmaceutical countries, and (iv) ongoing investment in production capabilities as a means of achieving a strategic advantage. Despite the challenges of intense competition, restrictive legislation, pressure on medicine prices, currency volatility and market specific risks, Aspen has delivered double-digit earnings growth to its shareholders for 16 consecutive years.
-
The impact of inclusive leadership behaviors on innovative workplace behavior with an emphasis on the mediating role of work engagement
Dheyaa Falih Bannay , Mohammed Jabbar Hadi , Ahmed Abdullah Amanah doi: http://dx.doi.org/10.21511/ppm.18(3).2020.39Problems and Perspectives in Management Volume 18, 2020 Issue #3 pp. 479-491 Views: 2409 Downloads: 1009 TO CITE АНОТАЦІЯWork creativity manifested in innovative workplace behavior (IWB) and employee work engagement is fundamental to maintaining firm’s sustainability and competitiveness. In this regard, this study investigates the supporting effect of innovative leadership on IWB and employee engagement by maximizing employee vigor, dedication, and absorption. The study data were collected using a questionnaire-based technique, and the questionnaires were administered to 150 respondents working in mobile phone companies in Southern and Central Iraq. The results were analyzed using the Statistical Package for the Social Sciences (SPSS) and SmartPLS software. The study results revealed that inclusive leadership and work engagement were significantly related to IWB, and work engagement played a mediating role between inclusive leadership and IWB. The findings further indicated that inclusive leadership behaviors such as openness, accessibility, and availability motivated the subordinates to be engaged in IWB. To promote IWB, company leaders need to effectively engage their followers by taking pride and satisfaction in employee output, which might help employee work engagement and IWB.
-
The effect of leadership and organizational culture on employee performance that is educated by motivation (study on the implementation empowerment programs in Jayapura city)
Nansi Lidya Lolowang , Eka Afnan Troena , Atim Djazuli , Siti Aisjah doi: http://dx.doi.org/10.21511/ppm.17(1).2019.23Problems and Perspectives in Management Volume 17, 2019 Issue #1 pp. 268-277 Views: 2378 Downloads: 1122 TO CITE АНОТАЦІЯVillages and sub-districts in Jayapura city are public organizations that provide service to the community. Villages and urban organizations require leadership, organizational culture and strong work motivation to support performance improvement. This research was conducted in 39 villages and sub-districts in the city of Jayapura. The population of this study was permanent employees in the villages and sub-districts in the city of Jayapura, which numbered 96 employees. All populations were chosen as research respondents, this research was census research. The analytical tool used in the research is Partial Least Square (PLS). The results of the study show that, first, direct leadership has no significant effect on employee performance, second, organizational culture has a significant effect on employee performance, third, leadership has a significant effect on work motivation, fourth, organizational culture has a significant effect on work motivation, fifth, work motivation has a significant effect on employee performance, sixth, work motivation is a perfect mediator of the influence of leadership on employee performance, seventh, work motivation as a partial mediator of the influence of organizational culture on employee performance.