Ambiguity, Noticing and Orchestration

Jones, Robyn L.; Bailey, Jake V.; Thompson, Andrew

doi:10.4324/9780203132623.ch22

Cited by 8 publications

(9 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Consequently, establishing clear communication with coaches where their performance expectations and evaluations can be negotiated in a fair manner is critical to avoiding misunderstandings. Therefore, despite the dynamic and even chaotic nature of their work, 62 coaches need to connect and engage with others in order to better manage their work environment. 3 According to Washington and Reade, 3 coaches who are able to manage their work environment experience a higher level of job satisfaction and improve the overall effectiveness of their work.…”

Section: Discussionmentioning

confidence: 99%

Psychological contract, job satisfaction, commitment, and turnover intention: Exploring the moderating role of psychological contract breach in National Collegiate Athletic Association coaches

Bravo

Won

Chiu

2019

International Journal of Sports Science & Coaching

View full text Add to dashboard Cite

This study examined the relationship between psychological contract and three work attitudes, job satisfaction, affective commitment, and turnover intention in a sample of National Collegiate Athletic Association coaches. This study also explored the moderating role of the psychological contract by examining coaches' perceptions of the intentional and unintentional breach. A total of 383 coaches responded to the survey that included items in the transactional and relational psychological contract, job satisfaction, affective commitment, and turnover intention. In addition, the sample was split into two groups, intentional breach and unintentional breach based on their responses to a single question regarding the perceived breach status. Results revealed that the transactional contract had a positive influence on job satisfaction and a negative influence on affective commitment. On the other hand, the relational contract had positive influences on both job satisfaction and affective commitment. Job satisfaction had a positive influence on affective commitment, which negatively led to turnover intention, while affective commitment had no significant influence on turnover intention. A multi-group analysis was conducted to test whether the psychological contract breach moderated the paths in the hypothesized model. The paths from transactional contract to satisfaction and commitment as well as from satisfaction to turnover intention were moderated by the psychological contract breach. The transactional contract–job satisfaction relationship was meaningful for the unintentional breach group, while the transactional contract–affective commitment relationship was stronger with the intentional breach group. The job satisfaction–turnover intention relationship was stronger with the intentional breach group than with the unintentional breach group.

show abstract

Section: Discussionmentioning

confidence: 99%

Psychological contract, job satisfaction, commitment, and turnover intention: Exploring the moderating role of psychological contract breach in National Collegiate Athletic Association coaches

Bravo

Won

Chiu

2019

International Journal of Sports Science & Coaching

View full text Add to dashboard Cite

show abstract

“…Normative approaches tend to adduce eclectic arguments, rather than evidentiary bases, about how best to conceive of effective coaching practice, leading to prescriptions intended to influence coach education and development. North (2017) identifies Côté's 4Cs (Côté, Bruner, Erickson, Strachan, & Fraser-Thomas, 2010) and conceptions of the coach as 'orchestrator' (Jones, Bailey, & Thompson, 2013) or 'educator' (Jones, 2006) as examples.…”

Section: Different Perspectivesmentioning

confidence: 99%

Coaching in the Sport Domain: Definitions and Conceptualisations

Lyle

2020

Coaching for Human Development and Performance in Sports

View full text Add to dashboard Cite

This chapter explores the definitions and meanings attached to sport coaching. It does not privilege any particular conceptualisation of sport coaching but reflects on how these should be interpreted. The chapter begins with an argument that sport coaching achieves its social significance from an association with particular forms of sport. This is followed by an acknowledgement that the term sport coaching acts as a 'referent' for an individual's identity, a role or occupation, an intervention process, or the social space occupied by the individuals, institutions, behaviours and practices that constitute the purposes, actions and understandings associated with sport coaching. Emphasis is placed on the process of intervention and the need for boundary markers for the coaching process. Following an overview of different discipline-led conceptualisations, the chapter explores the implications of these and presents a personal interpretation of how coaching may be conceptualised. This adopts a pragmatic approach to the coach's capacity to operationalise practice and embraces an optimistic view of the coach's resources. Stress is placed on the lack of integration of differing perspectives, but it is argued that a fuller account and understanding of sport coaching emerges from an aggregation of these diverse priorities in capturing and representing sport coaching.

show abstract

“…Some scholars have referred to the coaching job as a “chaotic endeavor” 19 (p. 271), where coaches act like orchestrators in need of influencing multiple constituencies to find solutions to the challenges of their job. Thus, multiple forms of stressors, some related to the sport competition while others triggered by other demands, 20 have affected not only the well-being of the coach 21,22 but also prompted some coaches to leave their jobs.…”

Section: Introductionmentioning

confidence: 99%

Psychological contract on employee consequences among collegiate head coaches: The moderating role of procedural justice

Won

Chiu

Bravo

2023

International Journal of Sports Science & Coaching

View full text Add to dashboard Cite

The current study investigated the relationship between the psychological contract (PC), trust, perceived organizational support (POS), organizational commitment, and turnover intention among collegiate head coaches. In addition, this study explored the moderating effect of procedural justice on the relationship between these variables. Data were collected from 283 full-time head coaches in the NCAA and were primarily analyzed using PLS-SEM. The results indicated that relational PC (R-PC), compared to transactional PC (T-PC), was more influential in affecting coaches’ POS, trust, and commitment, while T-PC influenced POS only, but not trust and commitment. In addition, both trust and POS were positively associated with coaches’ affective commitment, while affective commitment, POS, and trust, in this order, were negatively related to their turnover intentions. Coaches’ perceived procedural justice moderated the relationship between T-PC and employee consequences, indicating that T-PC was more meaningful in high justice situations.

show abstract

Ambiguity, Noticing and Orchestration

Cited by 8 publications

References 0 publications

Psychological contract, job satisfaction, commitment, and turnover intention: Exploring the moderating role of psychological contract breach in National Collegiate Athletic Association coaches

Psychological contract, job satisfaction, commitment, and turnover intention: Exploring the moderating role of psychological contract breach in National Collegiate Athletic Association coaches

Coaching in the Sport Domain: Definitions and Conceptualisations

Psychological contract on employee consequences among collegiate head coaches: The moderating role of procedural justice

Contact Info

Product

Resources

About