Search

Introduction: This meta-analysis investigates the relationship between coach leadership behaviors and athlete satisfaction and group cohesion within the realm of Chinese sports. The study also explores player sex and player classification as potential moderating variables. The primary focus is on evaluating the impact of coaching behaviors, as measured by the Leadership Scale for Sports, on athlete satisfaction and group cohesion. Methods: Standard literature searches from China National Knowledge Infrastructure and Wanfang academic databases produced 26 studies encompassing a total of 319 effect sizes and a participant pool of 7,121 athletes across various sports. Results: Using the Comprehensive Meta-Analysis (CMA) to examine relevant data, results reveal a moderate and positive association between coach leadership and athlete satisfaction (ES = 0.412). Specifically, training and instruction (ES = 0.531), positive feedback (ES = 0.526), social support, and democratic decision-making exhibit positive effects, while autocratic behavior demonstrates a marginal positive effect. Similarly, a moderate positive relationship is identified between coach leadership and overall group cohesion (ES = 0.275), with training and instruction (ES = 0.396), social support (ES = 0.356), positive feedback, and democratic behavior positively influencing cohesion. Conversely, autocratic behavior has a small negative impact on cohesion. Furthermore, female athletes (ES = 0.603) and professional players (ES = 0.544) display stronger positive associations between coach leadership and satisfaction. Conclusion: These findings highlight the significance of diverse coaching behaviors aligned with player characteristics for fostering positive athlete satisfaction and group cohesion within the Chinese sports context, offering valuable guidance to Chinese coaches aiming to enhance their coaching strategies. [ABSTRACT FROM AUTHOR]

Objective: The purpose of the study was to develop and initially validate a context-specific scale assessing Career Self-Management for Chinese coaches (Career Self-Management Scale-CC; CSMS-CC). Methods: Firstly, qualitative data obtained from in-depth interview with coaches were contently analyzed to generate potential CSMS-CC items. The content validity of the items was evaluated by a panel of experts. Secondly, the factor structure and item performance of the CSMS-CC were examined using exploratory factor analysis (EFA) and internal consistency reliability of its subscales were evaluated in sample 1 (n = 229, 24.01% females). Thirdly, factor structure of the CSMS-CC was further examined using confirmatory factor analysis (CFA) in sample 2 (n = 295, 32.54% females). Internal consistency reliability was evaluated using Cronbach' alpha coefficient and composite reliability. Nomological validity was examined using Pearson correlation and structural equation modeling (SEM) by investigating the correlations between CSMS-CC subscales with career success. Finally, measurement invariance and latent mean difference of the CSMS-CC was examined across gender, professional title and coaching class using multiple-group CFA (MGCFA). Results: Based on the results of the content analysis and content validity evaluation, 18 CSMS-CC items were retained for further analysis. Results of EFA in sample 1 revealed that eight items were problematic and removed. The second round of EFA revealed that three components were retained and labelled as Networking Behavior (4 items), Training Exploration (3 items), and Guanxi Development (3 items). Results of CFA in sample 2 suggested that the 10-item three-correlated-factors model of CSMS-CC demonstrated acceptable model fit to the data, $2 = 135.01, df = 32, p < 0.01, CFI = 0.91, TLI = 0.90, SRMR = 0.05, RMSEA = 0.092 (90% CI = 0.076-0.108). Composite reliability (ranging from 0.84 to 0.88) and Cronbach's alpha coefficients (ranging from 0.78 to 0.81) of three subscales were found satisfactory. Nomological validity was supported by the results that total score and subscale scores of the CSMS-CC were significantly associated with internal marketability and external marketability. It was found that the CSMS-CC measurement model was strict invariant across gender, professional title and coaching class. Significant differences on all three subscales across professional title and on Guanxi development across coaching class were revealed. Conclusion: Results of this study provided initial support for the psychometric properties of the 10-item CSMS-CC, which suggested that the CSMS-CC could be used for measuring the career self-management of Chinese coaches. [ABSTRACT FROM AUTHOR]