Exercise dependence and elite athletes: perceptions of coaches of elite athletes.

Exercise dependence (EXD) is a psychological condition associated with physical, emotional, social and performance consequences. Despite growing awareness of the prevalence of EXD within the athletic population, the symptoms or dimensions that comprise the condition largely remain unclear. The aim of the present study was to examine the perceptions of coaches relating to the symptoms or dimensions that define EXD among athletes. Participants were 90 coaches of elite athletes employed by the Australian Institute of Sport and State Institutes of Sport in Australia. Coaches completed an EXD checklist and a separate checklist of characteristics of committed exercisers. Both checklists contained 31 dimensions. The results supported a constellation of cognitive, emotional, behavioral, physical, social and performance dimensions. The results are discussed in terms of the consequences of EXD for elite athletes. Implications for coaches and teammates of elite athletes who experience EXD are also highlighted.

Time-varying dependence in the intraday AUS/USD spot market

Using a high-frequency data set of the spot Australian dollar/US dollar this study examines the distribution of quotes and returns across the 24 hour trading "day". Employing statistical methods for measuring long-tenn dependence in time-series we find evidence of time-varying dependence and volatility that aligns with the opening and closing of markets. This variation is attributed to the effects of liquidity and the price-discovery actions of dealers.

Career progression, human capital and pay equity in Australian public sector labour markets

This study uses data from the Victorian Public Sector Census 2004 to identify the extent of equity in pay and career progression (promotion). A system of three equations is developed to capture the endogeneity between human capital and promotion and the interdependence between promotion, pay and human capital. The results indicate that there are substantial differences in the average wages earned by public sector employees in different Equal Employment Opportunity (EEO) groups. While some of these differences arise from factors beyond the control of the public sector employers, others arise from bias in the public sector employment system and procedures. The earnings of individual employees in the public sector are determined in a systematic way by the wage structures in the different sub-sectors, the skill base of the employee on recruitment, sub-sector specific promotion rates, acquisition of formal and informal training and the apparent bias within recruitment and promotion systems in dealing with particular groups. The apparent bias of recruitment and promotion systems is complex in makeup and varies within EEO groups as well as between EEO groups. Most of the difference in pay across employees can be explained as an outcome of individual choice and labour market conditions external to the public sector. After adjusting for sectoral wage differences, skill base when recruited, sectoral promotion rate differences, experience in the public sector, whether individuals are employed on a full-time or part-time basis and individual training decisions, the statistical evidence is consistent with the finding that public sector recruitment and promotion systems tends to be biased, on average, against females and those from culturally diverse backgrounds. Achievements in formal education are important for salary progression. This is particularly the case for women. The main drivers of participation in formal education were employer support in both financial and non-financial terms. Promotion rates were important factors in explaining wage differences. Women tended to receive slightly fewer promotions than men, but women received, on average, greater rewards for each promotion.