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
Among the three important and influential factors involved in the success of sports teams (i.e. athlete, coach, and spectator), the coach in the role of team leader, as a strong organizer and the basis of any progress, is considered. One of the basic issues in sports is the observance of the ...
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Summary
Among the three important and influential factors involved in the success of sports teams (i.e. athlete, coach, and spectator), the coach in the role of team leader, as a strong organizer and the basis of any progress, is considered. One of the basic issues in sports is the observance of the ethical principles and having professional ethics by sports coaches as the leaders of the athletes in the sports fields. The aim of this work is to investigate the relationship between the professional ethics of sports coaches and self-efficacy with respect to the mediating role of competence.
Introduction
Today, coaching, as one of the most difficult jobs in the world, requires extraordinary skills and knowledge in order to train the skilled athletes. One of the reasons for the adjective problem in this profession is that the result of the work of coaches is exposed to the careful and meticulous look of spectators, players, sports managers, journalists, and critics of society (Vogt and Klein, 2020). In this regard, the sports coaches should have the necessary competencies along with appropriate professional ethics for a greater effectiveness and self-efficacy, which have been considered in this work. Therefore, the aim of this work was to investigate the relationship between the professional ethics and the coaching self-efficacy with regard to the mediating role of competence of sports coaches in the Chaharmahal and Bakhtiari Province in Iran.
Methodology and Approach
The present work was an applied and correlational one. It was conducted in 118 football and futsal coaches in the Chaharmahal and Bakhtiari Province in Iran who had a coaching certificate and were active in various competitions in the province in 1397. The studied sample size was selected to be equal to the population. In total, 111 coaches (94%) completed the questionnaires. The data was collected using the coach competence questionnaire of Montazeri et al. (2018), professional ethics questionnaire of Eidi et al. (2016), and coaching efficiency questionnaire of Myers et al. (2008), and the validity and reliability were confirmed. The data analysis was performed by the partial least squares method, which included evaluation of measurement models (Cronbach's alpha, combined reliability, convergent and divergent validity), structural model fitting (factor load coefficients, significance of path coefficients and determination coefficient, and model forecast index. The SPSS software (version 16) and Smart PLS software (version 2) were used in order to analyze the data.
Results and Conclusion
The results obtained showed that the research work proposed a model that had a good fit. There is a direct and significant relationship between the professional ethics and the self-efficacy of sports coaches. Furthermore, 20.2% of the effect of professional ethics on coaching self-efficacy was indirectly explained by the mediating variable of the coaches' competence. Based on the findings of this work, it can be concluded that the sports coaches’ professional ethics leads to the development of their self-efficacy by increasing their competency. The sport authorities in the Chaharmahal and Bakhtiari Province in Iran should pay special attention to institutionalizing the professional ethics in order to increase the self-efficacy of the sports coaches.
Abstract
Summary
Through the qualitative research that uses the grounded theory and the Glaser approach (1992), this work identifies the marketing capabilities of the human resources in the Iran’s Football clubs. Analysis of the data collected from 15 interviews shows that the human resource marketing ...
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Summary
Through the qualitative research that uses the grounded theory and the Glaser approach (1992), this work identifies the marketing capabilities of the human resources in the Iran’s Football clubs. Analysis of the data collected from 15 interviews shows that the human resource marketing capabilities consist of the managers, players and coaches, staff and logistics, celebrities and pioneers, and club leaders marketing capabilities. Thus, by utilizing these capabilities, the clubs can improve their marketing and revenue conditions.
Introduction
Undoubtedly, manpower is the most important factor in the production, and plays a key role in providing services and can be said to be the most important asset of an organization. On the other hand, all the ways of earning money in organizations in general, and football clubs in particular, go beyond the context of the marketing activities that are the responsibility of the human resources. Therefore, the research works on the human resource capabilities such as the marketing capabilities is very important. Much research work has been done on the importance of manpower in the financial and marketing performance such as Odumeru and Hesanmi (2013), Baker et al. (2016), and Vorhies et al. (2009). Thus, the aim of this work was to identify the marketing and earning capabilities of the human resources in the Iran’s Football Premier League clubs and designing a model.
Methodology and Approach
This was a qualitative research that used the grounded theory and the Glaser approach (1992). The population included all the club managers and sport management faculty members who were selected by the theoretical and snowball sampling. In order to collect the data, interviews by open-ended questions were used.
Results and Conclusions
The data collected from 15 interviews was coded and analyzed by the grounded theory. In total, from the analysis of the interview data and the background of the research, 426 open codes were obtained. After extracting the same codes, 134 distinct codes were obtained, and in the axial coding step, 21 codes were obtained. In the next step, the axial codes were categorized into five groups of selected codes from human resource marketing capability consisting of the manager marketing capabilities, player and coach marketing capabilities, staff and logistics marketing capabilities, celebrities and pioneers marketing capabilities, and club leader marketing capabilities. The final model based on the connections between these five groups of the human resource marketing capabilities was designed in a circle in which the manager marketing capabilities were placed at the center and the other capabilities in the circle environment. The proposed model can be used as a tool in order to identify the human resource marketing capabilities in the soccer clubs; and by utilizing these capabilities, it helped marketing and earning. On the other hand, by planning and organizing these capabilities and developing them in a logical and principled way, it helped the financial independence of the clubs and solved the problems in this field
Abstract
Objective: This work was conducted to investigate the mediator role of organizational health in the relationship between the professional ethics and organizational virtue of the employees of the sports and youth departments of the Chaharmahal and Bakhtiari Province.
Methodology: In terms of purpose, ...
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Objective: This work was conducted to investigate the mediator role of organizational health in the relationship between the professional ethics and organizational virtue of the employees of the sports and youth departments of the Chaharmahal and Bakhtiari Province.
Methodology: In terms of purpose, this research work was an applied one. In terms of collecting information, it was a field and correlation one. The statistical population of the work included all the employees of sport and youth service departments of the Chaharmahal and Bakhtiari Province (161 people). The statistical sample was selected as the total number, and was equal to the statistical population. The research instrument included the organizational health questionnaire (Hui et al., 1996), professional ethics (Kirsten et al., 2011), and organizational virtue (Cameron et al., 2004). The validity and reliability of the research instrument were confirmed. The descriptive statistics and structural equation modelings were used to analyze the data.
Results: The results of the structural equations showed that the professional ethics and organizational health predicted 65.5% and 54.6% of the organizational virtue variance, respectively. It was also shown that the indirect effect of professional ethics on organizational virtue was 36.9%, which was determined by the organizational health mediator variable. The fitting indices of the overall research model confirmed the desirable fitness of this model.
Conclusion: According to the outcomes of this research work, the organization planning can be applied to improve the professional ethics using the organizational health indicators that affect the organizational virtue. As a result, the organization virtue will be achieved based on the principals of professional ethics at the individual and organizational levels.
