We examine how in men’s college basketball coaching, race-related managerial job insecurity trickles down to negatively affect the careers of the subordinates who work for them. Using panel data from a randomly selected group of assistant basketball coaches working under the most prestigious and endowed governing body of collegiate sports in the United States—the National Collegiate Athletic Association (NCAA) Division I (DI)—we find that, in men’s college basketball coaching, subordinate White coaches are less likely to be involuntarily dismissed than their non-White, predominantly Black, counterparts because non-White subordinates disproportionately work for racially minoritized, predominantly Black, head coaches who themselves face greater job insecurity. We also find involuntary dismissal correlates with whether assistant coaches leave the ranks of NCAA DI men’s college basketball coaching and explains the significant interaction between race and a teams’ performance relative to their respective conferences. These findings illustrate how race-related managerial job insecurity trickles down to negatively affect the job opportunities of their subordinates and, because of homophily, perpetuates racial disadvantage.

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与种族相关的管理工作不安全感的下游后果：来自大学篮球教练的见解

我们研究了在男子大学篮球教练中，与种族相关的管理工作不安全感如何对下属的职业生涯产生负面影响。使用来自美国最负盛名、最受资助的大学体育管理机构——美国大学体育协会 (NCAA) I 级 (DI) 下工作的随机挑选的一组助理篮球教练的面板数据，我们发现，在男子大学中在篮球教练中，与非白人（主要是黑人）教练相比，下属白人教练不太可能被非自愿解雇，因为非白人下属不成比例地为少数种族（主要是黑人）主教练工作，而这些主教练本身面临着更大的工作不安全感。我们还发现非自愿解雇与助理教练是否离开 NCAA DI 男子大学篮球教练队伍相关，并解释了种族和球队相对于各自联盟的表现之间的显着相互作用。这些发现说明了与种族相关的管理工作不安全感如何对下属的工作机会产生负面影响，并且由于同质性，使种族劣势长期存在。