Javad Karimi; Nahid Ghavipanjeh; narges haydarian
Abstract
Objective: This study aimed to identify the applications of virtual reality (VR) technology in training human resources within sports organizations.
Methodology: The research employed a qualitative method with a thematic analysis approach. Participants included sports management professors, managers, ...
Read More
Objective: This study aimed to identify the applications of virtual reality (VR) technology in training human resources within sports organizations.
Methodology: The research employed a qualitative method with a thematic analysis approach. Participants included sports management professors, managers, and experts from sports organizations with relevant educational, research, and practical experiences. The selection criterion was active involvement in human resource training. Based on the theoretical saturation index and purposive sampling method, 13 interviews were conducted. The primary research tool was a semi-structured exploratory interview, and data analysis was performed in three stages of coding.
Results: The research findings indicated several practical applications of virtual reality (VR) in human resources training within sports organizations. These include improvements in training quality, employee satisfaction with training processes, training efficiency and effectiveness, reduction in training costs, mitigation of training risks, and ultimately, enhancement of team interaction and collaboration. These identified applications highlight the potential benefits of integrating VR technology into HR training programs in sports organizations.
Conclusion: Based on the findings, it is recommended that sports organizations consider increasing investment in developing and implementing virtual reality (VR) technologies in their human resources training programs to capitalize on its benefits. Accordingly, the research suggests developing interactive content, simulating real-life scenarios, utilizing advanced technologies, offering comprehensive training, and establishing precise evaluation systems. These measures are proposed to enhance the effectiveness of HR training programs within sports organizations through the integration of VR technology.
Javad Karimi; leila soltanian
Abstract
Objective: This research was conducted to design a human resource management model for the Iranian Bodybuilding and Fitness Federation in the digital age.
Methodology: The methodology employed was qualitative with a thematic analysis approach. Participants included experienced sports management professors ...
Read More
Objective: This research was conducted to design a human resource management model for the Iranian Bodybuilding and Fitness Federation in the digital age.
Methodology: The methodology employed was qualitative with a thematic analysis approach. Participants included experienced sports management professors with relevant educational and research backgrounds and experienced managers and experts from the Bodybuilding and Fitness Federation. Based on theoretical saturation criteria and using purposeful sampling, 14 interviews were conducted. The main research tool was semi-structured exploratory interviews. Feedback was provided to participants, and non-influential narratives were sought to enhance internal validity. Additionally, intra-subject agreement was confirmed.
Results: According to the findings, three prominent and influential indices of the human resource management of the Bodybuilding and Physical Fitness Federation in the digital age include digital culture, digital communications, and managerial processes. The findings indicate that digital culture encompasses technology acceptance, information protection, process advancement, promotion of participatory culture, work flexibility, data analysis capabilities enhancement, and training and awareness. The digital communications index includes components such as network structure, human resource management systems, quality of social media, video conferencing, and online training. Additionally, managerial processes include components such as evaluation systems, monitoring systems, reward and incentive systems, and recruitment and hiring systems.
Conclusion: Based on the findings, human resources personnel should be fully acquainted with digital indices in the modern era. Utilizing online training to enhance the skills of managerial staff and coaches of the Iranian Bodybuilding and Physical Fitness Federation and establishing an internal network for better communication and coordination among federation members can effectively improve human resource management and organizational performance.
Hadith Basat Shir; Mozhgan Salehipour; Javad Karimi
Abstract
Objective: The purpose of this research work was to design a personal development model for Iranian football coaches.Methodology: The research method was qualitative, and based on the foundation data theory. Data analysis was done according to Glazer (1992). Interviews were used to collect the data. ...
Read More
Objective: The purpose of this research work was to design a personal development model for Iranian football coaches.Methodology: The research method was qualitative, and based on the foundation data theory. Data analysis was done according to Glazer (1992). Interviews were used to collect the data. The validity and reliability of the research work was confirmed through the criteria of validity, transferability, reliability, and verifiability. A total of 15 interviews were conducted with experts and specialists, and continued until the research work reached theoretical saturation and adequacy. It was collected through library study and qualitative interviews, and analyzed by an open, central, and selective coding method.Results: Based on the findings, 77 concepts were framed in the form of 20 sub-themes and 10 main themes. The main themes included organizational index, management factors, individual principles, professional competence, and training, evaluation, functional, behavioral, cognitive, and attitudinal.Conclusion: In the direction of individual development of football coaches, one should focus on strategies such as assessing the educational needs of coaches and paying attention to the basic principles, as well as preparing updated educational content, and by using the variety of individual development programs, the necessary fields for functional, behavioral, cognitive, and attitudinal flourishing.
Abstract
Purpose: The purpose of this work was to explain the effect of human resource competence on the organizational effectiveness considering the role of mediator of organizational innovation.
Methodology: The research method used in this work was descriptive-survey, and in terms of the applied purpose. ...
Read More
Purpose: The purpose of this work was to explain the effect of human resource competence on the organizational effectiveness considering the role of mediator of organizational innovation.
Methodology: The research method used in this work was descriptive-survey, and in terms of the applied purpose. The statistical population of all employees of the sports and youth departments in the western provinces of Kermanshah, Kurdistan, Ilam, and Lorestan was 440 people. The statistical sample was determined on a Morgan table (200 people), randomly clustered. In order to measure the variables of the work, the meritocracy questionnaire (Moslehi, 2012), organizational innovation (Sarmad et al., 2011), and organizational effectiveness (Hui et al., 2009) were used. The validity of the questionnaires was confirmed using the comments made by nine management professors and sports specialist. The reliability of the instruments was confirmed by Cronbach's alpha (worthy of 0.932, innovation 0.85, and effectiveness of 0.927). For data analysis, the confirmatory factor analysis and structural equations were used.
Findings: According to the findings of the work, meritocracy had the highest impact with a coefficient of 0.85 on innovation. Thus, it was 0.73 effective. Innovation also had an impact of 0.24 on effectiveness. Also, meritocracy was indirectly influenced by effectiveness through innovation.
Conclusion: Based upon the research findings, increasing the negotiation and participation of employees in decision-making, empowerment based on employee competencies, and creating a space based on the trust of managers and staff can be effective in organizational effectiveness.
