- Gainesville, Florida, United States
Michael Sagas
University of Florida, Tourism Recreation and Sport Management, Department Member
Already a challenging position in higher education, collegiate sport athlete-facing professionals have been exposed to excessive stress amid the COVID-19 pandemic that can result in emotional exhaustion and a mass exodus of valued... more
Already a challenging position in higher education, collegiate sport athlete-facing professionals have been exposed to excessive stress amid the COVID-19 pandemic that can result in emotional exhaustion and a mass exodus of valued employees within collegiate sport organizations. Accordingly, based on COR theory, we aimed to assess the intervening effects of perceived organizational support that can mitigate job burnout and occupational turnover intentions due to pandemic stress. A total of 427 academic support professionals in National Collegiate Athletic Association (NCAA) Division I organizations responded to an online survey measuring pandemic stress, job burnout, occupational turnover intention, and organizational support. Hypotheses were tested through a serial-mediation analysis using the PROCESS macro for SPSS Model 6. Results showed that pandemic stress had a statistically significant effect on occupational turnover through job burnout. It was also confirmed that organizatio...
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This study was intended to provide analysis of print-media portrayals of athletes in Sports Illustrated swimsuit issues from 1997 through 2009. Drawing on the theoretical framework from Connell’s concept of hegemonic masculinity (2005),... more
This study was intended to provide analysis of print-media portrayals of athletes in Sports Illustrated swimsuit issues from 1997 through 2009. Drawing on the theoretical framework from Connell’s concept of hegemonic masculinity (2005), the authors performed a content analysis of photographic images (N = 141) and associated captions in athlete-related content in Sports Illustrated swimsuit issues. Two major issues emerged from the content analysis: gender differences and sexualized images in athlete content. Findings of this study indicated that Sports Illustrated alternates athleticism with sexuality by continuously placing athlete models in positions that are unrelated to sport. In addition, the female athletes were extremely sexualized. These findings support the concept of hegemonic masculinity at work in Sports Illustrated swimsuit issues.
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Collegiate sport in the United States not only provides educational opportunities to student athletes, but also offers excellent entertainment options to stakeholders of universities and their community. For the long-term sustainability... more
Collegiate sport in the United States not only provides educational opportunities to student athletes, but also offers excellent entertainment options to stakeholders of universities and their community. For the long-term sustainability of college athletic programs, financial support from individual donors is very important. Our purpose in this study was to identify and compare motives of low- and high-contribution donors to athletic programs. A sample of college sport donors (N = 484) completed the Scale of Athletic Donor Motivation, and the data were categorized into low- and high-contribution groups. The results of multigroup structural equation modeling indicated that tangible benefit was a salient predictor of giving intention among the low-contribution group, whereas socialization was significant for the high-contribution group. Theoretical and practical implications are discussed.
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This study examined how awareness levels of hosting the 2022 World Cup in Qatar changed perceptions of Qatar's destination image, country character, and neighboring destinations' images. Data were collected through Amazon... more
This study examined how awareness levels of hosting the 2022 World Cup in Qatar changed perceptions of Qatar's destination image, country character, and neighboring destinations' images. Data were collected through Amazon Mechanical Turk, an online consumer panel comprised of people residing in the US with an Amazon. com account and willing to participate in the surveys. The results revealed that higher awareness of the 2022 World Cup being hosted in Qatar improved host destination image perceptions, selective regional country perceptions, country character and relevant behaviors to either travel to Qatar for vacation, for interest to travel to attend the event, or to watch the event on TV. Implications involve strategies to create higher awareness for the destination using the mega-sport event platform for promotions.
Research Interests: Economics, Perception, Advertising, Destination Image, Tourism, and 3 moreQatar, World cup, and Destinations
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The purpose of this study was to examine the influence of consumers’ service quality perceptions on satisfaction, revisit intention and the role of gender in the context of high profile golf club business. Specifically, the researchers... more
The purpose of this study was to examine the influence of consumers’ service quality perceptions on satisfaction, revisit intention and the role of gender in the context of high profile golf club business. Specifically, the researchers investigated (1) the role of gender in predicting their service quality perceptions and (2) the relationship between quality perceptions and satisfaction and intention. A
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While extensive work on team identification have broadened our understanding of sport fans' psychological ties to teams, it has been pointed out that limited and inaccurate use of theoretical perspectives on identity has prevented... more
While extensive work on team identification have broadened our understanding of sport fans' psychological ties to teams, it has been pointed out that limited and inaccurate use of theoretical perspectives on identity has prevented further investigation of a complex construct. In this review, we explain the concept of identity work and adopted as to understand the developmental nature of sport fans’ identities. Next, we outline the underlying theoretical perspectives for three different identity types (social, role, personal) and how they are represented in team identification studies. Based on the above, we propose a rationale for implementing the conceptual framework of an integrated fan identity, highlighting the reciprocal identity work processes of the social, role, and personal identities of sport fans. Implications for future work are also discussed.
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The purpose of this paper is to introduce the Special Issue on gender and sex diversity in sport organizations. In doing so, we first provide a brief outline of the extant literature, emphasizing the research and theoretical developments... more
The purpose of this paper is to introduce the Special Issue on gender and sex diversity in sport organizations. In doing so, we first provide a brief outline of the extant literature, emphasizing the research and theoretical developments at the macro, meso, and micro level of analysis. Based on this framework and review, we allude to the communalities and intricacies in the existing understanding of sex and gender in the sport workplace. Further, we highlight how the contributions in the Special Issue address these voids and can serve as a catalyst to continued scholarly work in the area.
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In drawing from the nonsymmetry hypothesis, the purpose of this study was to examine the possible differential effects of treatment discrimination on the career satisfaction and occupational turnover intentions of male and female head... more
In drawing from the nonsymmetry hypothesis, the purpose of this study was to examine the possible differential effects of treatment discrimination on the career satisfaction and occupational turnover intentions of male and female head coaches of NCAA athletic teams. Data were gathered from 200 coaches. While there were no mean differences in the extent to which treatment discrimination was experienced, results from competing structural equation models demonstrated that treatment discrimination more adversely affected the work outcomes of men than women, thereby supporting the primary study hypothesis. Results demonstrate the need to not only examine mean differences in treatment discrimination, but also the potential for differential impact among members of various social categories.
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The purpose of this study was to examine competing hypotheses (human and social capital vs. discrimination) concerning the differential career outcomes of Black and White assistant football coaches. Data were gathered from 328 NCAA... more
The purpose of this study was to examine competing hypotheses (human and social capital vs. discrimination) concerning the differential career outcomes of Black and White assistant football coaches. Data were gathered from 328 NCAA Division 1-A assistant coaches (224 White coaches, 104 Black coaches). Results demonstrated racial differences in the career satisfaction of coaches, number of promotions received, and organizational proximity to the head coach position among the coaches, with Black coaches scoring lower on each outcome. MANCOVA results and subsequent tests for mediation showed that these differences could not be explained by racial differences in human and social capital, thereby providing support for the discrimination hypothesis.
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The purpose of the current study was to examine the influence of perceived demographic dissimilarity and interaction on customer-service satisfaction. Data were collected from 301 spectators at a professional men's tennis tournament.... more
The purpose of the current study was to examine the influence of perceived demographic dissimilarity and interaction on customer-service satisfaction. Data were collected from 301 spectators at a professional men's tennis tournament. Results indicate that perceived demographic dissimilarity was negatively associated with customer service satisfaction. Further, this relationship was moderated by the amount of interaction between the employee and customer, such that the negative relationship was strongest when interaction was high. Results are discussed in terms of the theoretical implications related to relational demography and practical implications in terms of the “business case” for diversity.
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Researchers (e.g., Stangl & Kane Sociology of Sport Journal, 8: 47–60, 1991) have been successful in using homologous reproduction theory to explain the decline of women in coaching roles. In this investigation, we aimed to extend... more
Researchers (e.g., Stangl & Kane Sociology of Sport Journal, 8: 47–60, 1991) have been successful in using homologous reproduction theory to explain the decline of women in coaching roles. In this investigation, we aimed to extend previous research by exploring the practice in (a) employment patterns of assistant coaches, and (b) environments in which women are actually the dominant gender doing the hiring. Data from the 2002–2003 Equity in Athletics Disclosure Act (EADA) was used to determine if a head coach’s gender impacted the gender composition of assistant coaches on a staff in four different women’s teams sports in NCAA Division I, II, and III institutions (n = 2,964). The results indicate that the gender of a head coach does impact the gender composition of the assistant coaches on a staff, irrespective of sport. This relationship was most notable when the head coach was female, as female head coaches were much more likely to hire female assistants than male head coaches were to hire male assistant coaches.
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The specific aims of this study were twofold. First, we sought to apply the Theory of Planned Behavior (Ajzen, I. (2002). Construction of a standardized questionnaire for the Theory of Planned Behavior. Unpublished manuscript. [online].... more
The specific aims of this study were twofold. First, we sought to apply the Theory of Planned Behavior (Ajzen, I. (2002). Construction of a standardized questionnaire for the Theory of Planned Behavior. Unpublished manuscript. [online]. Retrieved from http://www-unix.oit.umass.edu/~aizen/) to head coaching intentions among assistant coaches of women’s teams. We also aimed to establish the most important behavioral, normative, and control beliefs specific to male and female coaches’ head coaching intentions. We developed and validated a questionnaire to collect data through mailed surveys (n = 710, women = 466, men = 244). Findings supported the efficacy of the theory of planned behavior as a predictor of head coaching intentions in both men and women. Further, gender differences were noted on intentions, attitudes, and subjective norms; women coaches had lower scores than men on each. Finally, a few significant semi-partial correlations between the specific belief-based indicators and intentions were noted, and these did indicate relationships that distinguished the men from the women.
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The purpose of this study was to explore gender differences on the determinants of career success (i.e., career satisfaction and promotions) through the differential return hypothesis. Human capital and social capital were both... more
The purpose of this study was to explore gender differences on the determinants of career success (i.e., career satisfaction and promotions) through the differential return hypothesis. Human capital and social capital were both hypothesized to have a greater influence on the men's career success than on the women's. A questionnaire was used to gather data from 213 (74 men, 139 women) NCAA Division I athletic administrators. Results suggest that social capital was more influential for men than for women in gaining promotions in administration. However, differential returns were not noted for the human capital determinants on either career success variables.
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ABSTRACT Purpose – The purpose of this study is to examine within college coaches the effects of pay satisfaction and work-family conflict (WFC) on occupational turnover intentions. Specifically, it predicts that WFC would mediate the... more
ABSTRACT Purpose – The purpose of this study is to examine within college coaches the effects of pay satisfaction and work-family conflict (WFC) on occupational turnover intentions. Specifically, it predicts that WFC would mediate the relationship between satisfaction with pay to occupational turnover intentions. Design/methodology/approach – Data were collected through a mailed questionnaire of college coaches. Regression analysis was used to test the mediated relationship. Findings – Results confirmed a significant relationship between all variables in the study (p<0.001 for all). Using regression, when pay satisfaction and WFC were used to predict occupational turnover intentions, the mediator, WFC (ß=0.29, p<0.001), maintained its effect on turnover. However, satisfaction with pay was insignificant, suggesting the mediated relationship. Research limitations/implications – While several areas within sport are impacted by dissatisfaction with pay and WFC, this sample was limited to college coaches. Practical implications – Managers need to be aware of the impact of pay satisfaction and WFC have on turnover intentions, especially because of the importance turnover has on team performance. It is suggested that while pay satisfaction has a direct effect on occupational turnover intentions, WFC is one significant process through which pay satisfaction acts on an individual's intention to withdraw from the coaching occupation. It may also suggest that coaches not satisfied with pay are more aware of the conflict between work and family. Originality/value – Anecdotal evidence suggests that pay satisfaction with pay and WFC are significant reasons teams lose coaches or front office personnel; however, no work has been done relating these variables and turnover.
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In this study, the authors investigated factors related to affective organizational commitment in undergraduate interns. They examined job challenge, supervisor support, and role stress as antecedents to commitment. Results based on a... more
In this study, the authors investigated factors related to affective organizational commitment in undergraduate interns. They examined job challenge, supervisor support, and role stress as antecedents to commitment. Results based on a sample of senior undergraduate students (N = 71) showed that the 3 work variables explained 35% of the variance in affective organizational commitment. The authors discuss implications for educators and managers in charge of designing and implementing quality internships.
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The purpose of this study was to provide a reexamination of the NCAA (National Collegiate Athletic Association) News and the extent to which the publication provides equitable coverage to women and women's teams. To do so, 5,745... more
The purpose of this study was to provide a reexamination of the NCAA (National Collegiate Athletic Association) News and the extent to which the publication provides equitable coverage to women and women's teams. To do so, 5,745 paragraphs and 1,086 photographs from 24 issues (12 issues in 1999, 12 issues in 2001) were coded for (a) gender, (b) size, (c) location, and (d) content. Results were then compared to a standard (i.e., the proportion of female athletes competing in NCAA intercollegiate athletics). Results indicate that coverage in the NCAA News was more representative, with respect to the amount of text and number of photographs, than it was in 1988 and 1991.
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The purpose of this study was to examine the extent to which organizational work experiences could be used to understand when coaches planned to leave the profession. NCAA Division I assistant coaches (N = 188) were surveyed concerning... more
The purpose of this study was to examine the extent to which organizational work experiences could be used to understand when coaches planned to leave the profession. NCAA Division I assistant coaches (N = 188) were surveyed concerning (a) the age at which they anticipated leaving the coaching profession and (b) the extent to which the 3 work experiences described by S. Inglis, K. E. Danylchuk, and D. Pastore (1996)—Recognition and Collegial Support, Work Balance and Conditions, and Inclusivity—were fulfilled. Chi-square analyses revealed that women intended to leave the profession at an earlier age than did men. A multivariate analysis of covariance indicated that persons who intended to remain in the coaching profession after they turned 55 worked in organizational environments that emphasized Inclusivity. These results are particularly important for female coaches, as women consider an inclusive work environment to be more important than do men (D. L. Pastore, S. Inglish, & K. E. Danylchuck, 1996).