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Antecedents and consequences of perceived organizational support for NCAA athletic administrators

Pack, Simon M.
http://rave.ohiolink.edu/etdc/view?acc_num=osu1121783001

Abstract Details

2005, Doctor of Philosophy, Ohio State University, Physical Activity and Educational Services.
A majority of the literature regarding employee-organization relationships has focused on perceived organizational support (POS) (Eisenberger, Huntington, Hutchison, & Sowa, 1986). POS is defined as employees’ formation of global beliefs pertaining to how much the organization cares about their well-being and values their contributions. In accordance with Eisenberger et al. (1986) the overarching purpose of the current study was to investigate athletic administrators’ POS. More specifically, the primary purposes of this study were to: (a) examine the antecedents of POS; (b) examine the consequences of POS, including, affective commitment, job satisfaction, and turnover intention; and (c) assess gender differences in regard to these antecedents and consequences, and (d) develop and test a comprehensive model of POS, applicable to intercollegiate athletic administrators. Two athletic administrators (one female and one male) at each of the 327 NCAA Division I institutions (N = 654) were asked to respond to the Athletic Administrator Questionnaire. A total of 222 athletic administrators completed and returned the questionnaire for a response rate of 34%. Results showed that combined, the antecedents (participation in decision making, supervisor support, growth opportunity, and procedural, distributive, and interactional justice) accounted for 78% of the variance in POS. However, growth opportunity was not a significant predictor of POS. In addition, athletic administrators’ POS was positively related to both affective commitment and job satisfaction. Further examination showed that affective commitment and job satisfaction had a significant, negative relationship with turnover intention for athletic administrators. Both collectively explained 35% of the variance in turnover intention. Affective commitment was a better predictor of turnover intention than job satisfaction. Finally, POS did not have a direct relationship with turnover intention for athletic administrators; rather, it was partially mediated by affective commitment and job satisfaction. Female respondents’ perceptions of all variables in this study were nearly identical to male athletic administrators and were relatively high considering the lack of female representation at the top levels of intercollegiate athletic administration. In summary, this study suggests that the traditional concepts of social exchange theory and the norm of reciprocity have been shown to hold credence within an intercollegiate athletics context.
Brian Turner (Advisor)
177 p.
Education, Physical
Perceived Organizational Support; Sport Management; Athletic Administrators; NCAA Division I

Recommended Citations

Citations

  • Pack, S. M. (2005). Antecedents and consequences of perceived organizational support for NCAA athletic administrators [Doctoral dissertation, Ohio State University]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=osu1121783001

    APA Style (7th edition)

  • Pack, Simon. Antecedents and consequences of perceived organizational support for NCAA athletic administrators. 2005. Ohio State University, Doctoral dissertation. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=osu1121783001.

    MLA Style (8th edition)

  • Pack, Simon. "Antecedents and consequences of perceived organizational support for NCAA athletic administrators." Doctoral dissertation, Ohio State University, 2005. http://rave.ohiolink.edu/etdc/view?acc_num=osu1121783001

    Chicago Manual of Style (17th edition)

osu1121783001
2,382
© 2005, all rights reserved.
This open access ETD is published by The Ohio State University and OhioLINK.