Racial Differences in the Career Success of Assistant Football Coaches: The Role of Discrimination, Human Capital, and Social Capital

2005/04/01 by Michael Sagas, George B. Cunningham
Social Sciences · Economics, Econometrics and Finance · #Sports, Gender, and Society #Gender Diversity and Inequality #Sports Analytics and Performance

paper · doi:10.1111/j.1559-1816.2005.tb02146.x

Abstract

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.

Citations

• EFFECTS OF RACE ON ORGANIZATIONAL EXPERIENCE, JOB PERFORMANCE EVALUATIONS, AND CAREER OUTCOMES.
• The Strength of Weak Ties

Related

• A Racialized Examination of the Programmatic Utility and Salary Distribution of Football Bowl Subdivision Football Coaches
• Racial Disparity in Leadership: Evidence of Valuative Bias in the Promotions of National Football League Coaches
• Exit Discrimination Against Black Head Coaches in the National Football League
• Inequalities, Preferences and Rankings in US Sports Coach Hiring Networks
• A Fair Game? Racial Bias and Repeated Interaction between NBA Coaches and Players