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Sitting at the intersection of the sport management workplace and educational setting, internships are both an important curricular component within undergraduate sport management programs and a common entry point for people beginning careers in sport. Drawing from the literature on diversity and inclusion pertaining to the sport industry, sport management education, and internships, we discuss existing pedagogical and systemic barriers to student learning and professional development within internships. In this paper, we demonstrate the utility of the Universal Design for Learning framework for addressing the pedagogical barriers and how it can help to improve sport management policies and practices.

This study explores contextual factors related to key human resource management practices (i.e., hiring, training, staffing, and retention) of part-time and seasonal workers of public assembly venues for the purpose of advancing theory in the study of this population. The city of Cincinnati and its major sporting venues were used as a "bounded context" for this case study. Venue managers, and leaders within a third-party labor provider and labor union contributed interviews on the main topics, while secondary data examining the operating schedules of the venue over a one-year period were used to examine potential conflicts in venue's demand for labor. The findings present factors relevant for future theory development regarding this population and setting, including the local labor market, the presence and operations of unions and third-party labor providers, and the schedules and practices of other venues. [ABSTRACT FROM AUTHOR]

In this commentary I offer a critique of the current state of research on employment and careers in sport, particularly the lack of clarity as to what is meant when referring to a job or career in sport. I argue that the current state of the literature has hindered the ability to connect knowledge across studies, which limits the ability to generalize research and build theories related to the people and roles within the sport context. I propose a new direction using the tenants of boundaryless career theory that can have meaningful implications for professional preparation and career counseling, the studying of labor market dynamics, and research on understudied populations in sport. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Global Sport Management is the property of the Global Alliance of Marketing & Management Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. (Copyright applies to all Abstracts.)

Copyright of Journal of Global Sport Management is the property of the Global Alliance of Marketing & Management Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. (Copyright applies to all Abstracts.)

Paid, part-time employees are a large source of labor for public assembly facilities and often the first people patrons interact with. The present study examines the unique intersection of part-time work, service work, and work in sports that these individuals occupy. Questionnaires were collected from 172 part-time workers at two public assembly facilities assessing the levels of emotional labor (i.e., surface acting and deep acting) and fandom (i.e., team commitment) as well as variables to categorize participants into previously established subgroups of part-time workers (i.e., primaries, supplemented, moonlighters, retirees, and students). The results suggest the emotional weight of fandom (i.e., team commitment) influences surface acting, or how often employees fake emotions when dealing with patrons, but does not influence deep acting, or how often employees attempt to change their internal emotions to interact with patrons. Moreover, no major differences were found between the subgroups of part-time employees. This study furthers the research focusing on the role of fandom and emotions in the sports workplace by involving a concept relevant to an important segment of the workforce that is often overlooked by the literature. Further research is needed but this may offer evidence to support the uniqueness of the sports work environment and have implications for managing part-time employees. [ABSTRACT FROM AUTHOR]

The article discusses the management of internship in sport and entertainment industry. Topics discussed include reasons for hiring interns in an organization; information on case of Eric Glatt, intern of entertainment, highlighting issues related to legality of an unpaid internship, interns' wages and their lawsuits; and the Fair Labor Standards Act (FLSA).

Purpose – The purpose of this paper is twofold: first, to examine the influences of theory of planned behavior (TPB) constructs (i.e. attitude, subjective norm, and perceived behavioral control (PBC)) on individuals’ volunteer intention for future sporting events, and second, to investigate the moderating effects of brand reputation and moral obligation in the relationships between TPB constructs and volunteer intention. Design/methodology/approach – The sample consisted of 107 volunteers at the 2009 NCAA Men's Basketball Tournament. Moderated hierarchical multiple regression analysis was used to test the hypothesized relationships of the model. Findings – Subjective norm and PBC were significantly associated with volunteer intention. Brand reputation was found to be a moderator in the relationships between attitude and volunteer intention and between subjective norm and volunteer intention, and moral obligation moderated the relationship between PBC and volunteer intention. Practical implications – Sporting events/volunteer managers must understand individuals’ decision-making process with respect to volunteering at sporting events and important insights into new strategies to increase volunteer recruitment, retention, and reliability. Social implications – Because sporting event managers face considerable obstacles in recruiting and retaining a volunteer workforce, an enhanced understanding of volunteering may highlight new ways to remove obstacles to being a volunteer to the benefit of individuals and society. Originality/value – This paper emphasizes the importance of brand reputation and moral obligation as moderators of the effects of the TPB constructs on volunteer intention in the context of sporting events. [ABSTRACT FROM AUTHOR]

The exponential growth of the service economy has increased the attention that organizational researchers have paid to the concept of emotional labor. Although much progress has been made in the field, few studies have provided an integrated picture of how individual dispositions, perceived display rules, and emotional labor behaviors shape employee outcomes. To clarify and compare results across this growing body of literature, a quantitative review was developed, along with a theoretically derived path diagram of key emotional labor constructs. Evidence from our structural meta-analytic model based on 116 primary studies demonstrates that examining affective dispositions and emotional labor constructs and the pattern of positive and negative results helps to clarify and add specificity to the literature. Results were consistent with the perspective that surface acting emotion regulation strategies have a pattern of negative relationships with work outcomes of job satisfaction and stress/exhaustion (but not with job performance), whereas deep acting emotion regulation strategies have a pattern of positive relationships with all of these work outcomes. [ABSTRACT FROM AUTHOR]

Volunteers are a core component in the operation of mega-sporting events. Pride from being a part of a particular event is an important motive for volunteers to get involved initially, and to return to mega-sporting events. However, previous research has not studied the pride of volunteers after the event. In the current study, volunteer pride was measured after an international mega-event ended and volunteer duties had been completed. The results showed that sport and community identities strongly influenced volunteer pride. However, alter volunteer job satisfaction was included, the influence of sport and community identities diminished. The findings suggested that event managers should focus on effective volunteer management as well as volunteer recruitment. [ABSTRACT FROM AUTHOR]