Coaches' and athletes' suggested criteria for hiring and evaluating University coaches

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dc.contributor.authorTurkington, Tamien_US
dc.date.accessioned2024-08-15T20:10:39Z
dc.date.available2024-08-15T20:10:39Z
dc.date.copyright1992en_US
dc.date.issued1992
dc.degree.departmentFaculty of Education
dc.degree.departmentDepartment of Curriculum and Instruction
dc.degree.levelMaster of Arts M.A.en
dc.description.abstractThe purpose of this study was to identify important desirable criteria that could be used in the hiring and evaluation of university coaches, as perceived by coaches and athletes. Based on the most significant findings, a second purpose was to recommend a set of criteria that could be utilized when hiring and evaluating university coaches. A questionnaire was developed through procedures to ascertain validity, reliability, and readability. The final questionnaire contained demographic information, 16 hiring criteria, and 62 evaluation criteria Data were collected from 29 coaches and 228 athletes of the two British Columbia universities registered in the C.I.A.U. A rank ordering of the skill items from coaches and athletes showed similar ordering in the importance of both hiring (rho= .91) and evaluating (rho= .85) items. An ANOV A only revealed a significant difference (p < .05) between head coaches and assistant coaches on two of the 78 items. An ANOVA performed on gender demonstrated a significant difference between female and male athletes on four of the hiring criteria and 14 of the evaluation criteria, with female athletes rating items more concerned with the role model of the coach higher than did male athletes. An ANOVA revealed that there was a significant difference between coaches and athletes on 22 of the criteria, with athletes assigning higher scores on interpersonal skills of the coach, while coaches were more concerned with being a role model. A factor analysis reduced the data into four hiring factors (50.5% of variance) and nine evaluation factors (50.7% of variance) with 69 items loading above .35 and the remaining items loading above .30. Final analysis, using a criterion acceptance of a mean score of 3.5, resulted in a recommendation list of nine hiring items and 54 evaluation items, with the intent being to provide information to those responsible for making hiring and evaluation decisions.en
dc.format.extent99 pages
dc.identifier.urihttps://hdl.handle.net/1828/19951
dc.rightsAvailable to the World Wide Weben_US
dc.subjectUN SDG 4: Quality Educationen
dc.titleCoaches' and athletes' suggested criteria for hiring and evaluating University coachesen_US
dc.typeThesisen_US

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