Relevant bibliographies by topics / Job coaches

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Job coaches'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Job coaches"

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Bozer, Gil, James C. Sarros, and Joseph C. Santora. "Academic background and credibility in executive coaching effectiveness." Personnel Review 43, no. 6 (August 26, 2014): 881–97. http://dx.doi.org/10.1108/pr-10-2013-0171.

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Purpose – Little empirical research has examined the role of coach characteristics in coaching success. The purpose of this paper is to address this gap in the literature by identifying and testing the relationships between a coach's academic background in psychology and credibility with executive coaching effectiveness as reflected in greater levels of individual outcomes. Design/methodology/approach – These factors were examined through a quasi-experimental pretest-posttest design. Participants were drawn from the client bases of four Israeli executive coaching agencies. Findings – A coach's academic background in psychology was positively related to executive coaching effectiveness as reflected in greater improvement in coachee self-awareness and job performance as reported by the direct supervisor. Further, coach credibility was positively related to executive coaching effectiveness as reflected in higher mean scores in coachee self-reported job performance. Originality/value – Findings should assist businesses and educators in improving the formal preparation of coaches and in better identifying and selecting competent coaches. This may lead to better executive coaching design, implementation, and outcomes. Recommendations for future research are provided.
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Chelladurai, Packianathan, and Etsuko Ogasawara. "Satisfaction and Commitment of American and Japanese Collegiate Coaches." Journal of Sport Management 17, no. 1 (January 2003): 62–73. http://dx.doi.org/10.1123/jsm.17.1.62.

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Male coaches from NCAA Division I (n = 297), Division III (n = 294), and Japanese universities (n = 254) responded to the Coach Satisfaction Questionnaire measuring satisfaction with supervision, coaching job, autonomy, facilities, media and community support, pay, team performance, amount of work, colleagues, athletes’ academic performance, and job security; and Blau, Paul, and St. John's (1993) General Index of Work Commitment. Japanese coaches expressed significantly lower satisfaction than American coaches with seven facets (supervision, coaching job, autonomy, team performance, colleagues, athletes' academic performance, and job security). American coaches were significantly more committed to their occupation than the Japanese coaches who were significantly more committed to their organizations than American coaches.
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Li, Ming. "Job Satisfaction and Performance of Coaches of the Spare-Time Sports Schools in China." Journal of Sport Management 7, no. 2 (May 1993): 132–40. http://dx.doi.org/10.1123/jsm.7.2.132.

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Twelve organizational variables that were associated with the organizational effectiveness of spare-time sports schools in China were examined. Specifically, coaches' expressed satisfaction with their jobs and their performance was assessed, and the significant organizational correlates of these two effectiveness indicators were identified. Six hundred forty coaches participated in the study, Stepwise multiple regression analyses were carried out to determine if there were common determinants of coaches' job satisfaction and performance, The results showed that job influence, job motivation, incentive system, and leader behavior had a more pervasive influence on job satisfaction and job performance of the coaches than did other variables.
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Wehman, Paul H., Pamela S. Targett, and David X. Cifu. "Job Coaches: A Workplace Support." American Journal of Physical Medicine & Rehabilitation 85, no. 8 (August 2006): 704. http://dx.doi.org/10.1097/01.phm.0000228557.69308.15.

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Bentzen, Marte, Göran Kenttä, and Pierre-Nicolas Lemyre. "Elite Football Coaches Experiences and Sensemaking about Being Fired: An Interpretative Phenomenological Analysis." International Journal of Environmental Research and Public Health 17, no. 14 (July 18, 2020): 5196. http://dx.doi.org/10.3390/ijerph17145196.

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Background: Chronic job insecurity seems to be a prominent feature within elite sport, where coaches work under pressure of dismissals if failing to meet performance expectations of stakeholders. The aim of the current study was to get a deeper understanding of elite football coaches’ experiences of getting fired and how they made sense of that process. Method: A qualitative design using semi-structured interviews was conducted with six elite football coaches who were fired within the same season. Interpretative phenomenological analysis was chosen as framework to analyze the data. Results: The results reflected five emerging themes: Acceptance of having an insecure job, working for an unprofessional organization and management, micro-politics in the organization, unrealistic and changing performance expectation, and emotional responses. Conclusion: All coaches expressed awareness and acceptance regarding the risk of being fired. However, they experienced a lack of transparency and clear feedback regarding the causes of dismissal. This led to negative emotional reactions as the coaches experienced being evaluated by poorly defined expectations and by anonymous stakeholders. Sports organizations as employers should strive to be transparent during dismissal. In addition, job insecurity is a permanent stressor for coaches and should be acknowledged and targeted within coach education.
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Orlowski, Johannes, Pamela Wicker, and Christoph Breuer. "Labor migration among elite sport coaches: An exploratory study." International Review for the Sociology of Sport 53, no. 3 (June 2, 2016): 335–49. http://dx.doi.org/10.1177/1012690216649778.

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Coaches are critical to elite sport achievements because they represent the link between sport policies and athletes. Yet, labor migration of elite sport coaches challenges the competitiveness of the sport system of the sending country and brain drain is a concern for policy-makers. Previous research on labor migration in sport has focused on athletes in professional team sports. Based on the push–pull framework, this study seeks to explore the factors affecting labor migration of elite sport coaches in less commercialized sports. Semi-structured interviews with nine elite sport coaches employed in Germany were conducted. The following migration factors emerged from the analysis: job-related factors (salary, workload, financial planning security, pressure, politics within the sport federation, and recognition of the coaching job in society); social factors (family support, and children’s education); competitive factors (training environment, and sport equipment); and seeking new experiences (new culture/language, and challenging task). Networks were found to be critical to the reception of job offers. A combination of various push and pull factors from several levels (i.e., individual, household, organizational, and national level) is at work when examining potential coach migration. Policy- makers should consider these factors when they strive to create a more attractive working environment for coaches.
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Dixon, Marlene A., and Stacy Warner. "Employee Satisfaction in Sport: Development of a Multi-Dimensional Model in Coaching." Journal of Sport Management 24, no. 2 (March 2010): 139–68. http://dx.doi.org/10.1123/jsm.24.2.139.

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Despite the overwhelming emphasis on job satisfaction in sport management research, scholars continue to advocate for the distinctiveness and importance of evaluating both job satisfaction and dissatisfaction. The purpose of this investigation is to develop a model of job satisfaction and dissatisfaction for intercollegiate coaches. Fifteen head coaches participated in semistructured interviews. Results revealed a sport industry specific three-factor model. Desirable job factors (Player-Coach Relationships, Recognition, and Social Status) were related only to satisfaction. Industry Standard Factors (Sport Policy, Salary, Recruiting, Supervision, and Life Balance) were related only to dissatisfaction. Performance Dependent Factors (Flexibility and Control, Program Building, and Relationships with Colleagues) were related to satisfaction and dissatisfaction. The results support the distinctiveness of job satisfaction and dissatisfaction as constructs, and also demonstrate a continued need for examining job attitudes within context. As sport managers understand the particular expectations of their employees and their industry they can better diagnose and solve employee issues.
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Bentzen, Marte, Göran Kenttä, Anne Richter, and Pierre-Nicolas Lemyre. "Impact of Job Insecurity on Psychological Well- and Ill-Being among High Performance Coaches." International Journal of Environmental Research and Public Health 17, no. 19 (September 23, 2020): 6939. http://dx.doi.org/10.3390/ijerph17196939.

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Background: The evaluative nature of high performance (HP) sport fosters performance expectations that can be associated with harsh scrutiny, criticism, and job insecurity. In this context, (HP) sport is described as a highly competitive, complex, and turbulent work environment. The aim of this longitudinal, quantitative study was to explore whether HP coaches’ perceptions of job insecurity and job value incongruence in relation to work would predict their psychological well- and ill-being over time. Methods: HP coaches (n = 299) responded to an electronic questionnaire at the start, middle, and end of a competitive season, designed to measure the following: job insecurity, values, psychological well-being (vitality and satisfaction with work), and psychological ill-being (exhaustion and cynicism). Structural equation model analyses were conducted using Mplus. Results: Experiencing higher levels of job insecurity during the middle of the season significantly predicted an increase in coaches’ psychological ill-being, and a decrease in their psychological well-being at the end of the season. However, value incongruence did not have a significant longitudinal impact. Conclusions: These findings cumulatively indicate that coaches’ perceptions of job insecurity matter to their psychological health at work. Consequently, it is recommended that coaches and organizations acknowledge and discuss how to handle job security within the HP sport context.
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YIN, Xiao-Chuan, and Zu-Mei XUE. "Job Burnout Scale for Competition Sport Coaches." Acta Psychologica Sinica 41, no. 6 (August 11, 2009): 545–56. http://dx.doi.org/10.3724/sp.j.1041.2009.00545.

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Selcuk, Gencay, and Alpaslan Gencay Okkes. "Job satisfaction levels of Turkish judo coaches." African Journal of Business Management 6, no. 41 (October 17, 2012): 10542–46. http://dx.doi.org/10.5897/ajbm11.1422.

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Dissertations / Theses on the topic "Job coaches"

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Söderkvist, Nils. "Recommendation system for job coaches." Thesis, Uppsala universitet, Institutionen för informationsteknologi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-446792.

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For any unemployed person in Sweden that is looking for a job, the most common place they can turn to is the Swedish Public Employment Service, also known as Arbetsförmedlingen, where they can register to get help with the job search process. Occasionally, in order to land an employment, the person might require extra guidance and education, Arbetsförmedlingen outsource this education to external companies called providers where each person gets assigned a coach that can assist them in achieving an employment quicker. Given the current labour market data, can the data be used to help optimize and speed up the job search process? To try and help optimize the process, the labour market data was inserted into a graph database, using the database, a recommendation system was built which uses different methods to perform each recommendation. The recommendations can be used by a provider to assist them in assigning coaches to newly registered participants as well as recommending activities. The performance of each recommendation method was evaluated using a statistic measure. While the user-created methods had acceptable performance, the overall best performing recommendation method was collaborative filtering. However, there are definitely some potential for the user-created method, and given some additional testing and tuning, the methods can surely outperform the collaborative filtering method. In addition, expanding the database by adding more data would positively affect the recommendations as well.
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Braswell, Ray. "Differences in Perceived Teacher-Coach Job Attitudes as Identified by Senior High School Principals and Teacher-Football Coaches." Thesis, North Texas State University, 1986. https://digital.library.unt.edu/ark:/67531/metadc332045/.

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The dual role of classroom teacher and athletic coach is commonly combined in public school systems, often resulting in job related conflicts. The purpose of this study was to examine the job attitudes of teacher-coaches as perceived by teacher-football coaches (n=283) and high school principals (n=43) and identify areas where role preference occurred. The teacher-coaches and principals responded to a job attitude instrument designed to measure attitudes concerning job related tension, participation in decision making, job involvement and job satisfaction during the roles of teaching and coaching.
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Miller, James E. "Burnout in boy's high school basketball coaches." Thesis, Virginia Tech, 1990. http://hdl.handle.net/10919/41898.

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The purpose of this study was to determine the relationship between role ambiguity, role conflict, win-loss record at current position, career win-loss record, school enrollment, total years as a head coach, total years as an assistant coach, and number of sports coached and burnout in men's varsity and junior varsity head high school basketball coaches. The subjects were all male coaches (n=64) from twenty-four counties in southwestern Virginia. The multiple regression analyses indicated that role ambiguity and role conflict did not differentiate a higher level of burnout. The remaining demographic variables were not significant predictors of burnout. Emotional exhaustion and depersonalization were best explained by school enrollment. Personal accomplishment was best explained by total years as a head coach and number of sports coached.
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Narcotta, Eileen M. "Mentoring effects on job satisfaction and turnover intent of assistant soccer coaches." Virtual Press, 2006. http://www.oregonpdf.org.

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Thesis (M.S.)--Ball State University, 2006.
Includes bibliographical references (leaves 103-112). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.
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Frazer, Kirk Jack. "Factors affecting coaches with stress and burnout." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2896.

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Davies, Matthew John. "Factors affecting the job satisfaction of Canadian male university basketball coaches." Thesis, McGill University, 2003. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=79836.

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The purpose of the current study was to investigate factors affecting the job satisfaction of Canadian male university basketball coaches, as it pertained to their goals and measures of success for themselves, their athletes, and their team. Semi-structured individual interviews were conducted with six university coaches. Three higher-order categories emerged: (a) personal variables, which encompassed the philosophies the participants developed based on their athletic and coaching experiences, (b) internal elements, which involved what the coaches did for their athletes' academic, athletic, and personal development and the coaches' personal development, and (c) external influences, which included tangible and measurable positive and negative factors that affected the level of satisfaction derived from the other higher order categories. These results provide a clearer understanding of factors that affect coaches' job satisfaction, as well as the goals that coaches set and how they measure success. In addition, this information may be incorporated into coach training programs.
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Morgan, Donna T. Hamblin. "The Impact of Job-Embedded Professional Development Coaches on Teacher Practice." Digital Commons @ East Tennessee State University, 2010. https://dc.etsu.edu/etd/1755.

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The intent of this qualitative study was to understand the impact of job-embedded professional development coaches on teacher practice. Coaches in this study worked with teachers to plan lessons, model lessons with feedback, and disaggregate data. This qualitative study was conducted using interviews of coaches to gain their perceptions of the work they did with teachers and how this work influenced teacher practice. Teachers were interviewed to determine their perceptions of the impact coaches' work had on their classroom practices. Analysis of the coaches and teachers' reflective journals was also conducted to establish the participants' perceptions of their work together and the impact on teacher practice. Several themes emerged from the data analysis that assisted the researcher in forming the theoretical framework for the study. All coaches and teachers interviewed reported feeling positive about the work they did together planning lessons, modeling lessons with feedback, and disaggregating data. The researcher identified several factors that promoted the coaches' influence on teacher practice and several barriers that limited the coaches' influence on teacher practice. Teachers also identified traits and actions of an effective coach. Based on the research all the teachers grew in various ways from the work they did with the coaches. Teachers reported changing their practices and attitudes as well as trying new approaches, strategies, and programs. They appreciated coaches' help with classroom management, discipline, and emotional support. Some teachers gained confidence in their teaching abilities, increased their expectations of students, and allowed students to take charge of their own learning. They went deeper with their teaching and engaged more in reflective thinking about why they do things the way they do. Job-embedded coaching has the potential to influence teachers' practices and subsequently student learning. Recommendations from study findings may assist teachers, coaches, and school leaders in building an effective coaching model.
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Ogasawara, Etsuko. "Job satisfaction and work commitment among Japanese and American collegiate coaches /." The Ohio State University, 1997. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487946776023419.

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Kim, Jong-Chae. "The effects of work experiences and institutional support on job satisfaction among NCAA coaches." Thesis, Texas A&M University, 2003. http://hdl.handle.net/1969.1/2240.

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The primary purposes of this study were to explore the relationships among four work experiences (i.e., job variety, job autonomy, job stress, and job feedback) and coaches?? job satisfaction to examine the influence of institutional support (i.e., affective institutional support and financial institutional support) on job satisfaction, and to investigate if the relationship between the type of institutional support and job satisfaction differs (does not differ) between revenue generating sport coaches and non-revenue-generating sport coaches. To achieve these purposes this study examined the relationships among four work experiences and institutional support variables on job satisfaction. This study also examined differences between revenue-generating sport and non-revenue-generating sport coaches. Coaches (N = 599) in 7 sports (i.e., football, basketball, baseball, softball, soccer, volleyball, and tennis) from NCAA Division I schools were asked to participate in this study. The response rate was a 34.7 % (208 / 599). Participants included 145 males and 63 females. Of the 208 completed and returned questionnaires, 100 (48.1%) were from revenue sport coaches (i.e., football and basketball). Meanwhile, 108 (51.9 %) were from non-revenue sport coaches. The results indicated that job variety, job stress, job feedback, affective institutional support, and financial institutional support were significantly related to job satisfaction. Namely, these three job experiences and two types of institutional support in the organizational environment impacted coaches?? attitudes, or job satisfaction. Further, for revenue generating sport coaches, financial institutional support was a significant indicator of job satisfaction; however, for non-revenue-generating sport coaches, affective institutional support held a stronger relationship to job satisfaction than did financial institutional support. Additionally, one of the job experience variables, job feedback, played a meaningful role to both coaches of revenue sports and coaches of nonrevenue sports in shaping job satisfaction.
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Jordan, Jeremy S. "The relationship between organizational justice and job satisfaction : an examination of NCAA Basketball Coaches /." The Ohio State University, 2001. http://rave.ohiolink.edu/etdc/view?acc_num=osu148639916010791.

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Books on the topic "Job coaches"

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Report from the front lines: Job hunters and career coaches tell you how to have a successful search. Clifton Park, NJ: Thomson Delmar Learning, 2007.

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Staying ahead of the posse: The Ben Jobe story. Montgomery, Ala: River City Pub., 2008.

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No ordinary Joe: The biography of Joe Paterno. Nashville, Tenn: Rutledge Hill Press, 1998.

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Isyanto. Drg. Endang Witarsa (Liem Soen Joe): Dokter bola Indonesia. Jakarta, Indonesia: Suara Harapan Bangsa, 2010.

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Rogers, Jennifer. Job interview success: Be your own coach. Maidenhead, England: McGraw-Hill/Open University Press, 2011.

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Gibbs, Joe J. Joe Gibbs: Fourth and one. Nashville: T. Nelson, 1991.

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Job search magic: Insider secrets from America's career and life coach. Indianapolis, IN: JIST Works, 2006.

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McPherson, Barbara Tomlinson. The joy of six: Granny basketball for players, coaches, referees and fans. Lansing, IA: Malone-Ballard Book Publishers, 2006.

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Streit, Sonja. Fragen Sie den Coach: Hilfen bei Zwickmu hlen im Job. Freiburg, Br: Herder, 2009.

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Rogers, Jenny. Great answers to tough CV problems: CV secrets from a top career coach. London: Kogan Page, 2011.

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Book chapters on the topic "Job coaches"

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Bestgen, Sarah M., and Filomena Sabatella. "Einblicke in das Praxisfeld von Job-Coaches." In Coaching als individuelle Antwort auf gesellschaftliche Entwicklungen, 139–50. Wiesbaden: Springer Fachmedien Wiesbaden, 2016. http://dx.doi.org/10.1007/978-3-658-12854-8_13.

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Qin, Feng-zhen, and Daping Wang. "Current Research on the Fitness Coaches′s Job Satisfaction in Hubei." In Advanced Technology in Teaching, 585–89. Berlin, Heidelberg: Springer Berlin Heidelberg, 2012. http://dx.doi.org/10.1007/978-3-642-29458-7_84.

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Blum, Dinur. "“Professional Sports Are a Well-Paying Temporary Job”: Messages from Coaches." In Sports, Study, or Sleep, 77–103. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-61326-6_5.

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Bosman, Frank, and Archibald van Wieringen. "COVID-19 and the Secular Theodicy: On Social Distancing, the Death of God and the Book of Job." In The New Common, 47–51. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-65355-2_7.

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AbstractIn times of great distress, like in the case of the COVID-19 pandemic, people look for relief from the existential threat by searching for some kind of interpretation of the crisis. Some people will look for scapegoats to put the blame on, while others will search for ways by which the crisis can also be perceived as something beneficial.As far as the COVID-19 pandemic goes, earlier this year, media and politicians pointed towards China, where the pandemic started, or to Italy, from where the virus spread over the European continent.Since the beginning of the crisis, we have also been flooded with gurus, motivational speakers, and mindfulness coaches who stimulate us to view the new common as an unexpected but much needed “reboot” of our day-to-day life.Intriguingly enough, these two individual and collective coping strategies are very familiar to those who are acquainted with the Christian philosophical and theological traditions. When confronted with the apparent paradox between the idea of an omnipotent and omnibenevolent deity on the one hand and the experience of everyday pain and suffering on the other hand, Christians have sought for ways to find a satisfactory solution. This is known as theodicy. As the Roman and Christian philosopher Boethius summarized the problem: si Deus, unde malum? “If God exists, wherefrom evil?”
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Graff, Richard B., Richard B. Graff, Kathy Lawton, Connie Kasari, Janet Farmer, Judith H. Miles, and Nicole Takahashi. "Job Coach." In Encyclopedia of Autism Spectrum Disorders, 1655–56. New York, NY: Springer New York, 2013. http://dx.doi.org/10.1007/978-1-4419-1698-3_184.

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Graff, Richard B. "Job Coach." In Encyclopedia of Autism Spectrum Disorders, 2591. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-319-91280-6_184.

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Plotner, Anthony J., and Kathleen Marie Oertle. "Employment Support Facilitator (Job Coach)." In Collaboration, 339–51. New York: Routledge, 2021. http://dx.doi.org/10.4324/9781003233688-28.

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Brausch, Carsten, Christian Bühler, Andreas Feldmann, and Miriam Padberg. "Supported Employment – Electronic Job-Coach (EJO)." In Lecture Notes in Computer Science, 142–49. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-41264-1_20.

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Danilova, A. M., and A. D. Voronin. "Self-development of Sport Managers and Coaches Under Conditions of Education Digitalization." In Digital Economy and the New Labor Market: Jobs, Competences and Innovative HR Technologies, 291–97. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-60926-9_37.

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Liu, Chui-Hua, Gwo-Hshiung Tzeng, Ming-Huei Lee, Hao-Lin Tseng, and Po-Yan Lee. "Using a Hybrid MCDM Model Combining Fuzzy DEMATEL Technique to Examine the Job Stress of Coach Driver." In Intelligent Decision Technologies, 149–56. Berlin, Heidelberg: Springer Berlin Heidelberg, 2012. http://dx.doi.org/10.1007/978-3-642-29920-9_16.

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Conference papers on the topic "Job coaches"

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Liu, Long. "Study on the Influence of Coach's Sense of Work Alienation on Job Performance." In 2nd International Symposium on Business Corporation and Development in South-East and South Asia under B$R Initiative (ISBCD 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/isbcd-17.2017.60.

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Reports on the topic "Job coaches"

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Lesgold, Alan, Susanne Lajoie, Marilyn Bunzo, and Gary Eggan. SHERLOCK: A Coached Practice Environment for an Electronics Troubleshooting Job. Fort Belvoir, VA: Defense Technical Information Center, March 1988. http://dx.doi.org/10.21236/ada201748.

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