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Recognizing the importance of timing in efforts to drive institutional change, this study examined how actors engage in "temporal institutional work" in their attempts to disrupt inequitable institutions in sport. A qualitative case study was conducted on football (soccer) in Australia wherein significant gender equity reforms have been enacted. The findings revealed how the temporal activities of entraining (e.g., capitalizing on external interventions), constructing urgency (e.g., through advocacy), and enacting momentum (e.g., through consensus-based leadership) allowed actors to exploit a time-sensitive window of opportunity for change, quickly foster a perception of irreversibility that structural change would occur, and generate synchronicity with broader reforms. Inspired by the breakthroughs in Australian football, this research highlights temporal-based strategies for combating gender inequity in sport. Theoretically, this study extends research on institutional work in sport by illuminating the key role that timing norms play during institutional change. [ABSTRACT FROM AUTHOR]

The purpose of this research was to examine the drivers and barriers of governance convergence in Indian sport. Governance convergence is defined as the adoption of four principles of good governance that are common in Western sport contexts—transparency, accountability, democracy, and social responsibility. To achieve the aim, a theoretical framework consisting of three interconnected levels—(a) the historically grown national institutional framework, (b) organizational field, and (c) organizational actors—was proposed, drawing primarily on institutional theory. A qualitative approach was used to empirically test the framework in the Indian sport context, where governance has been of key concern. The findings show that the framework is an effective tool for understanding the drivers and barriers of convergence with the defined principles of good governance. The development of this framework is important, given the link between the principles and positive organizational outcomes. [ABSTRACT FROM AUTHOR]