Home Research Coaching Surveys Development of Coaches: IV. Does Gender Make A Difference?

Development of Coaches: IV. Does Gender Make A Difference?

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While we present the mean, variance and T-Test Scores in the next section of this report for each of the seven questions on which we focused in the previous three studies, the reader should be informed that no significant differences were found for the responses to any of the items contained in these seven questions. In fact, none of the T-Tests produced scores greater than 1.00. The degree of congruence between women and men in their responses to these two survey is truly remarkable. Apparently, gender doesn’t make much of a difference when it comes to the perspectives held by professional coaches and responses to challenges faced by coaches (or at least those responding to these two surveys).

Results

As we did in the first three report we will offer basic descriptive statistics (mean and variance) for all of the statements associated with each of these questions. The mean scores will give us an initial impression regarding the extent to which respondents rated themselves low or high on each item, while the variance scores will give us an initial impression of the extent to which respondents tend to agree with one another in their rating of each item.  In addition, we provide T-Test scores for each item to determine the extent to which gender differences are significant. In each table, we also indicate whether the magnitude of T-Test scores reach at least a .05 level of probable significance. As we have already noted, there are no T-Test scores that reach this level of significance. [A full report, with means, variances and T-Test scores for each of the seven questions, is available as a download – click on download button below for the full report.]

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One Comment

  1. Rey Carr

    May 31, 2016 at 3:40 pm

    When it comes to surveys, particularly those conducted via the Internet, it makes little difference if the survey was completed “by a widely ranging group of coaches,” or by organizations with “no stake in the outcomes,” or distributed by “practitioners.” What counts is the reliability and validity of the survey.

    The results of the survey are great for talking points or a place to start a dialogue about the issues raised, but they cannot and should not be understood as representative of coaches. These surveys are typically suspect when it comes to generalizing the results to the coaching industry or population. It doesn’t mean you can draw conclusions, but the data should always be accompanied by a set of “limitations” or “cautions” in using the data.

    Reply

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