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A reanalysis of formal structure in sport
... Job complexity of the employee position. To operationalize job complexity of the employee position, we relied on the Group Structure Model (Chelladurai, 2013;Chelladurai & Carron, 1977;Grusky, 1963) to capture the complexity of different positions in sports. ...
... Across different sport contexts such as baseball, hockey, basketball, and volleyball, positions vary in their propinquity (i.e., observability and visibility) and their degree of task dependence (Chelladurai, 2013;Chelladurai & Carron, 1977;Grusky, 1963; for an overview, see Carron & Eys, 2012). In this study we applied the group structure model to the context of soccer. ...
... Shifting the focus on required characteristics holds the potential to improve the validity of meritocratic promotion decisions-and consequently leader selection. Table 1 Experts (N = 54) rated the complexity of each player position based on the Group Structure Model (Chelladurai & Carron, 1977;Grusky, 1963) ...
Promoting high-performing employees to leadership positions is a pervasive practice and has high face validity. However, little is known about the actual link between employee and subsequent leader performance, as prior results are inconclusive. Given the prevalence of this meritocratic promotion strategy, we conducted a study to address this inconsistency. To account for the diverging results, we (a) competitively tested predictions from different theoretical perspectives (i.e., the performance requirements perspective, the follower-centric perspective, and the Theory of Expert Leadership), (b) considered possible changes in the predictive validity of this strategy over time, and (c) included job complexity as potential moderator of the link between employee and subsequent leader performance. In a high stakes context (i.e., the first German soccer division), we tested the initial predictive validity of employee performance for leader performance immediately following the promotion and the ensuing development over time. Our results suggest a low validity of meritocratic promotion, as we could not find evidence for a link between employee performance and later leader performance—neither initially nor over time, which is consistent with the performance requirements perspective. We, thus, caution against the (sole) application of meritocratic promotion principles.
... To operationalize job complexity of the employee position, we relied on the Group Structure Model (Chelladurai, 2013;Chelladurai & Carron, 1977;Grusky, 1963) to capture the complexity of different positions in sports. Across different team sport contexts, player positions vary in their propinquity (i.e., observability and visibility) and their degree of task dependence (Chelladurai, 2013;Chelladurai & Carron, 1977;Grusky, 1963; for an overview, see Carron & Eys, 2012). ...
... To operationalize job complexity of the employee position, we relied on the Group Structure Model (Chelladurai, 2013;Chelladurai & Carron, 1977;Grusky, 1963) to capture the complexity of different positions in sports. Across different team sport contexts, player positions vary in their propinquity (i.e., observability and visibility) and their degree of task dependence (Chelladurai, 2013;Chelladurai & Carron, 1977;Grusky, 1963; for an overview, see Carron & Eys, 2012). In this study, we applied the group structure model to the context of soccer. ...
Promoting high-performing employees to leadership positions is a pervasive practice and has high face validity. However, little is known about the actual link between employee and subsequent leader performance as prior results are inconsistent. Given the prevalence of this performance-based promotion strategy, we conducted a study to address this inconsistency. To account for prior diverging results, we (a) competitively tested predictions from different theoretical perspectives (i.e., the performance requirements perspective, the follower-centric perspective, and the Theory of Expert Leadership), (b) considered possible changes in the predictive validity of this strategy over time, and (c) included job complexity as potential moderator of the link between employee and subsequent leader performance. In a high stakes context (i.e., the first German soccer league), we tested the predictive validity of employee performance for leader performance. Our results suggest a low validity of performance-based promotion, as we could not find evidence for a link between employee performance and leader performance—neither initially following the promotion nor over time, which is most in line with the performance requirements perspective. We, thus, caution against the (sole) application of performance-based promotion principles.
... There are four different categories of players in a soccer team, goalkeepers, defenders, midfielders and attackers. Chelladuray and Carron [24] claimed that the positions of the players are specified by two factors, task dependence and propinquity. Task dependence is a factor that relates to the players' perceived cohesion and refers to the interaction among players of the same team. ...
... Defenders' and midfielders' cohesion ranged to middle levels. Goalkeepers and attackers' high levels of cohesion might be a consequence of the high levels of propinquity that they presented [24]. In total, the finding about no significant relationship between cohesion and position in soccer is supported by sport psychology literature that referred to other sports only [17,25]. ...
The aim of the current study was to examine the relationship between cohesion and its antecedents (match participations, field position and length of team membership). 173 players of Greek amateur leagues participated in the study. They completed the Greek version of the 18-item Group Environment Questionnaire, and also improvised scales for the other variables in the end of the season 2009-2010. The Cronbach alphas of the Group Environment Questionnaire were satisfied for both task and social cohesion. The MANOVA analyses indicated the existence of statistical significant differences on perceptions of cohesion among players with different number of participations, and length of team membership. However, the MANOVA analysis showed that there were not statistical significant differences on perceptions of cohesion among players of different field position. Specifically, players with less participations perceived lower task and social cohesion than players with more participations. Furthermore, players who were members of their team for shorter period perceived lower social cohesion and higher task cohesion than players who were members for longer. Although the no significant results regarding the relationship between cohesion and field position, some trends showed that goalkeepers and attackers perceived the highest cohesion.
... Spor yönetimi literatürüne güçlü bir teorik katkı yapmak için 'spor bağlamının' yoğun bir şekilde herhangi bir çalışmaya dahil edilmesi gerektiğini savunmuştur (Fink, 2013). Gerçekten de, sporun benzersizliği, yazarların teorik ilerlemelerinin birçoğunda (Chelladurai ve Carron 1977) ve spor yönetimi alanını tanımlama (Chelladurai 1994) ve Doherty'nin çatışma ile ilgili çalışması (Kerwin, Doherty ve Harman, 2011) bir mihenk taşı olarak görülmektedir. Bu örneklerde yazarlar, sporda o bağlama özgü ve bazı durumlarda bilim adamlarının başka ortamlarda kuramlaştırdıklarının aksine olguları gözlemlemektedir; bu nedenle, spor ve onun benzersizliği, onların teorik argümanlarını yönlendirmeye hizmet etmiştir. ...
Spor Bilimleri Üzerine Araştırmalar isimli bu kitap multidisipliner bir yaklaşımla spor bilimleri alanında yapılan akademik çalışmalar bir araya getirilerek hazırlanmıştır. Kitapta alanında güncel gelişmelere yer verilerek hazırlanmış 16 bölüm yer almaktadır. Spor bilimleri alanında yapılmış olan bu akademik çalışmaların literatüre katkı sağlaması amaçlanmaktadır.
... Indeed, the uniqueness of sport was a cornerstone in many of the authors' theoretical advances, including Chelladurai's work with stacking (cf. Chelladurai & Carron, 1977) and defining the field of sport management (cf. Chelladurai, 1994), and Doherty's work pertaining to conflict (cf. ...
Sport Management Review has been the sport management leader in publishing literature reviews and new theoretical frameworks. Despite these advances, scholars have not critically examined theory and its place in sport management scholarship. The purpose of this scholarly exchange is to address these issues, such that five scholars were invited to discuss how they conceptualize theory, the role of theory in the academia, and the process in which they engage when developing their own theories. This article provides an overview of the topic and introduces the articles.
... In addition, some other researches in sport took up the topics related to goal orientation, personality characteristics, leadership, psychological skills and playing positions. For example, ego and task orientation in football [17], central and no central positions, ball deception and using set plays (for instance; throwing, corner kicks etc.) in soccer [52], personality characteristics and playing positions in team sports including soccer [34] [61], interactional positions and leadership [14] [27] [36] [68], psychological skills and playing positions in soccer [35]. However, there is a paucity of research as regard to playing positions and nonverbal intelligence in sports (the present study concentrates on the playing positions and TONI-2 as regard to validity in method and discussion sections). ...
The purpose of this study was to investigate validity and reliability of the Test of Nonverbal Intelligence-2 (TONI-2: Brown, Sherbenou and Johnsen, 1990) for soccer in Turkey. For this reason, data were collected from 618 soccer players (544 male; 74 female). The male soccer players had a mean age of 16.66 years and had been playing for an average of 5.63 years with an official soccer license. The female players had a mean age of 17.12 years and had been playing soccer for an average of 3.20 years with an official soccer license. In the analyses, the same way was followed as original TONI-2. Therefore, item discrimination and item difficulty indices for item analysis and internal consistency and test-retest reliability for total scale of TONI-2 were calculated according to different age groups in this research. In addition, a number of different groups were compared for validity using the Turkish TONI-2 data including age of participants, substitutes and non-substitutes, professionals and amateurs, central and peripheral playing positions and educational level of players. Results of the study revealed that item difficulty means range between 0.30 and 0.32, minimum and maximum values of item discriminations change between .-17 and .74, internal consistency (KR-20) values of the players aged 10-12, 13-17, 18-20, and 21 and over alternate from .72 to .75, and test-retest reliability values vary between .73 and .87. In addition, criterion validity according to different groups was analyzed by using ANOVA and t statistics. Results indicated the meaningful differences according to age groups. Older players have higher TONI-2 scores than the younger ones. Multiple comparisons showed that no substitute players from substitutes, professional players from amateurs, high school players from secondary school players and central players from peripheral ones have higher points in Turkish TONI-2.
As the title of this article suggests, I describe in this essay how my career has been shaped by specific events, such as not knowing the rules of the game I loved and played extensively, and significant mentors, such as the venerable Dr. Earl Zeigler and Dr. Garth Paton. I also explain how I been involved in the birth and growth of the field of sport management. More importantly, I show how the field has shaped my career and has opened up opportunities for me to travel the world in propagating the field around the globe.
The present study examined the interactive effects of participation motivation (task, self, and interaction) expressed in early season and successful performance (n = 183) experienced throughout the collegiate hockey season upon satisfaction expressed post-season with individual and team performance. The experimental design consisted of a 2 × 2 factorial comprising two levels of motivation (high vs low) and two levels of success (successful vs unsuccessful). The results indicated that success, motivations, and the various interactions had no effect upon satisfaction with individual performance. Both success and high task-motive resulted in heightened levels of satisfaction in regard to team performance.
To study the influence of leadership types on achievement goal orientation of high school athletes, Multifactor Leadership Questionnaire (MLQ) and Task and Ego Orientation in Sport Questionnaire (TEOSQ) were used to two-hundred-ninety athletes in Physical Education High Schools. The data from the survey were analyzed by SPSS 19.0 and the results of the analysis were as in the following. First, there were meaningful differences in the leadership factors according to the demographic characteristics. Male athletes tended to be more conscious of the individualized consideration(transformation leadership), contingent reward, management by exception(transactional leadership) of the leadership factors. Second, there were differences in athletes` achievement goal orientation. Comparing to the female athletes, male athletes gave more importance on the task goal orientation. Third, there were differences in the leader`s leadership types on the athlete`s achievement goal orientation. The athletes with self goal orientation and the individualized consideration (transformational leadership) of leadership types showed statistically meaningful differences. The athletes with high self goal orientation had a negative relationship to the individualized consideration and a positive relationship to the intellectual stimulation. The athletes with task goal orientation showed differences in the transactional leadership as well as in the contingent reward.
The purpose of this article was to articulate the process of theorizing. For the author, theory development begins with a discontent and discomfort with existing formulations on a topic. In drawing from this premise, the author provides an overview of the theory development process he undertook, highlighting five examples: geographic versus functional centrality, athletic teams as coalitions, defining the field of sport management, organizational effectiveness, and leadership. © 2011 Sport Management Association of Australia and New Zealand.
In sport, the small group is represented by the team—a network of people who possess a collective identity, have a sense of shared purposes or objectives, use structured patterns of interaction and modes of communication, exhibit personal and task interdependence, and reciprocate interpersonal attraction. This paper discusses research pertaining to the small group in sport within a general systems framework comprised of inputs (personal and environmental factors), throughputs (group interaction and integration processes), and outputs (achievement factors and personal-social factors).
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