Career Success of Men and Women in Sports Management 2013

The survey examined the careers of Finnish executives and managers in the sporting industry and factors impacting career success. Themes included, for instance, career satisfaction, culture at current employer, gender equality, support for career advancement, and work-life balance. The data were collected for a doctoral dissertation studying differences in career success of male and female executives and managers in sports. First, background information relating to the respondents was surveyed along with questions related to the respondents' own sports and exercise habits. The respondents were asked how often they exercised and which types of sports they engaged in. Work experience in the industry (e.g. as a referee, coach, instructor) was also charted as well as whether the respondents attended sports events or otherwise followed any sports actively. Next, the respondents' careers were examined. They were asked how many different jobs they had had in the previous ten years, how many years of work experience they had in total, how many years they had spent in their current organisation and how many years in their current job. The total number of years in management positions was charted as well as the number of subordinates in their current job. The respondents were also asked to estimate their weekly working hours as well as how much they had to work at home. Gross monthly income was charted (categorised at FSD) as well as whether the respondents had negotiated a salary increase within the previous five years. They were also presented with attitudinal statements concerning professional networks and the impact of social relationships on career success. Possible interruptions to employment were charted (e.g. family leaves, unemployment, studies). The respondents' satisfaction with different aspects of their career development was charted, and it was examined how important they deemed different aspects of work (e.g. career advancement, pay, workplace culture and atmosphere). The next questions focused on the respondents' current employers. Questions charted number of employees, budget, and perceived success in relation to objectives in the previous two years. Attitudinal statements examined organisation culture with regard to e.g. recruitment, pay, employment contracts, gender equality, career possibilities and work-life balance. Sources of different types of support in the respondents' careers were examined. Finally, the respondents were asked questions concerning work-life balance as well as how housework was divided in their household. Background variables included age (categorised), gender, marital status, NUTS2 region, number of children, type of employer, educational level and graduation year (categorised).