Tahmaseb Shirvani; AliReza Omidi; Somayeh Safari
Abstract
Objective: The purpose of the present research work was to develop a model of organizational virtue based on professional ethics and organizational justice of the employees of sports and youth departments in the Chaharmahal and Bakhtiari Province.
Methodology: The current research work was applied in ...
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Objective: The purpose of the present research work was to develop a model of organizational virtue based on professional ethics and organizational justice of the employees of sports and youth departments in the Chaharmahal and Bakhtiari Province.
Methodology: The current research work was applied in terms of purpose and in terms of data collection; it was field and correlation type. The statistical population of the research work included all employees of sports and youth departments of the Chaharmahal and Bakhtiari Provincs (161 people). The statistical sample is selected as a total number and equal to the statistical population. The research tools included Niehoff and Moorman (2006) organizational justice questionnaires, Kirsten et al.'s professional ethics (2011), and Cameron et al.'s (2004) organizational virtue questionnaires. In this research work, content and construct validity were used to determine the validity of the questionnaires. Also in order to measure reliability, Cronbach's alpha coefficient and composite reliability were used, the findings of which indicated the reliability and validity of the measuring tool (Cronbach's alpha was 0.9 for organizational justice, 0.86 for professional ethics, 0.87 for organizational virtue, and 0.88 overall). Descriptive statistics and structural equation modeling were used to analyze the data.
Findings: The research results showed that the proposed research model has a good fit. There is a direct and meaningful relationship between justice and organizational virtue, and almost 60% of this relationship is explained through the mediating variable of professional ethics of employees.
Conclusion: According to the findings, it is concluded that organizational justice through increasing professional ethics will lead to the development of organizational virtue, and in order to increase organizational virtue, managers should pay special attention to strengthening professional ethics and organizational justice.
Abstract
Summary
The purpose of this work was to investigate the effect of talent management on the innovative performance with the mediating role of resilience skills in the General Directorate of Sports and Youth of Fars Province. The statistical population of this work was 150 employees of the General ...
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Summary
The purpose of this work was to investigate the effect of talent management on the innovative performance with the mediating role of resilience skills in the General Directorate of Sports and Youth of Fars Province. The statistical population of this work was 150 employees of the General Department of Sports and Youth of the Fars Province. The results obtained showed that the effect of talent management on the innovative performance with the mediating role of resilience skills in the General Directorate of Sports and Youth of the Fars Province was positive and significant. Therefore, strengthening talent management by the managers will lead to an increased employee innovation and an improved organizational performance.
Introduction
Due to the introduction of the concept of talent management, which in the recent years has been considered by many researchers and scientists in various fields, especially the experts in sports management and management, the use of talents and skills of the members of the organization is very effective. In other words, applying the talent management processes in sports organizations prevents the loss and wastage of the employees' talents and skills, and guides them in line with the goals and mission of the organization. On the other hand, it seems that creating resilience skills for the sustainability and growth of sports organizations is more evident than before, which can be achieved by an efficient use and management of the talented force of the organization despite the lack of other resources (1).
Methodology and Approach
This research work was applied in terms of purpose, and descriptive-correlation in terms of method, and was done as a survey. The statistical population of this work was 150 employees of the General Department of Sports and Youth of the Fars Province. The measurement tools of this research work included the Talent Management Questionnaire (Ahmadi et al., 2012), Resilience Skills Questionnaire (Connor and Davidson, 2003), and Innovative Performance Questionnaire (Eskandarzadeh et al., 2015) (2-4), which were evaluated based on a five-point Likert scale. In order to confirm the validity of the measuring instrument, the content validity, structural validity, and convergent validity were examined. In the content validity review, the opinions of 10 experts in the field of sports management were applied. The confirmatory factor analysis was used in order to evaluate the validity of the structure. The convergent validity was also confirmed by the Smart PLS software (version 3). In order to determine the reliability of the questionnaire used in this work, the Cronbach's alpha criterion and the composite reliability coefficient were used. In this work, descriptive statistics (frequency, frequency percentage, mean and standard deviation and tables) were used in order to organize, summarize, classify raw scores, and describe sample sizes. Also in order to determine the relationship and predict the share and role of the external latent variables in the internal latent variables, the structural equation modeling method with a partial least squares approach was used. In this regard, the SPSS software (version 22) and Smart PLS (version 3) were used.
Results and Conclusion
The results obtained showed that the resilience skills played a minor mediating role between the talent management and the innovative performance in the General Directorate of Sports and Youth of the Fars Province. Considering the impact of talent management on the innovative performance and mediation resilience skills in the General Directorate of Sports and Youth of the Fars Province, it should be said that all organizations require new and innovative ideas for their survival. Innovation can be considered as an organizational change to respond to or influence the external environment. However, it should be noted that talent management is one of the most important factors of production, and a determining factor in innovation. Thus in this way, the opportunities can be provided for the people to show that they can create good ideas and put them into practice. Talent management can easily encourage the people to play a more active role in their work, and go so far as to take responsibility for improving their activities, and ultimately, to the point where they can make key decisions without going to a higher authority. In order to succeed in a complex and increasingly competitive world, it is not enough to have talent and creativity but also to be resilient. Resilience is a kind of resilience of people in the face of environmental problems. Based on the theoretical foundations, it is likely that the resilience skills will be applied to those who are at risk but not disturbed. Therefore, it may be concluded that exposure to risk is a necessary condition of vulnerability but it is not a sufficient condition. According to the results of the present work, the sports organizations can increase the innovative performance of the employees by increasing their resilience. On the other hand, having high resilience skills allows people to use the health problem-solving methods to deal with the problems. When there is a problem with their job, these people try to resist and not give in quickly and overcome the problems with prudence and patience. In fact, for these people, fighting the problems is more of an opportunity than a threat, and this increases innovation in their performance. Finally, according to the results obtained, it is suggested that the managers in the sports offices and organizations, using talented people and forming a think tank to achieve better results, implement a merit-based system in the organization and create an environment for educating people. Pursue their resilience-related skills in line with the organization's innovative and thriving practice because benefiting from talented, resilient, and creative people at the same time can strengthen and make the organization more competitive.
