Reza Abdollahi Godollo; Seyyed Mohammad Kashef; Roghayeh sarlab
Abstract
Objective: The purpose of this research was to design a model of factors influencing psychological terror management among physical education teachers in West Azerbaijan Province.
Methodology: This research employed a qualitative approach and utilized the Grounded Theory method. The study's statistical ...
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Objective: The purpose of this research was to design a model of factors influencing psychological terror management among physical education teachers in West Azerbaijan Province.
Methodology: This research employed a qualitative approach and utilized the Grounded Theory method. The study's statistical population included all physical education teachers in West Azerbaijan Province. Among them, 18 expert and elite physical education teachers were selected using purposive and snowball sampling methods until theoretical saturation was achieved. The data collection tool consisted of semi-structured interviews. To examine the reliability of the data, the test-retest method and two coders' reliability were used. To assess the validity of the data, member checking, triangulation, peer examination, and credibility strategies were employed.
Results: The results of the research, through three stages of open, axial, and selective coding, indicated the extraction of 45 final codes and 17 concepts, within a conceptual model, causal factors (conflictual, individual, organizational, political, and power groups, managerial, cultural), contextual factors (livelihood and economic, social, educational system), intervening conditions (environmental factors, legal void in dealing with psychological terror), the central category (Workplace psychological terror), strategies (coping and prevention), and outcomes (individual, organizational, and social) were categorized that organizational mobbing explained the situation of physical education teachers and showed the relationships between them.
Conclusion: Psychological terror exists among teachers and is an inevitable phenomenon. Therefore, the results of this research can serve as a guide for human resource planners, especially educational managers, to identify and recognize disruptive behaviors in the work environment, to recognize how to deal with and manage the phenomenon of psychological terror, and to reduce its effects, and take adequate measures.
Muthana Mohammad Nasravi; Seyed Mohammad Kashef; Mohsen Behnam
Abstract
Objective: The current research aimed to explore the components of sports marketing capabilities of Iraqi football human resources.
Methodology: This research was conducted with an exploratory nature to expand the existing knowledge and understanding of human resources marketing and earning capabilities. ...
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Objective: The current research aimed to explore the components of sports marketing capabilities of Iraqi football human resources.
Methodology: This research was conducted with an exploratory nature to expand the existing knowledge and understanding of human resources marketing and earning capabilities. A qualitative research method was used. The statistical population of the research was the managing directors and marketers of the clubs, members of the marketing committee of the football federation, university professors, and doctoral students of sports marketing in Iraq. In this research, the within-subject agreement method was used to calculate the reliability of the conducted interviews. The results showed that the total number of codes in these three interviews is 19, and the number of agreements is 7. Moreover, the agreement coefficient was 0.73.
Results: Based on the model derived from the qualitative data, the findings showed 76 open codes, 11 core codes, and three selective codes (capabilities of athletes and coaches, capabilities of managers and employees, capabilities of supporters and fans) in the capabilities field. The human resources marketing of the Iraqi Football Federation was identified.
Conclusion: By having supporters and fans with high commitment and interest, it is possible to improve the sports marketing of the Iraqi football workforce and help the growth and development of this field. It is suggested that the Iraqi Football Federation, according to the model identified in the current research, conduct marketing through the capabilities identified in this research.
Abstract
Summary
The main goal of the sports managers is the effective and optimal use of various resources and facilities of the organization such as the human and material resources, types of tangible, and intangible capital and information.The purpose of this work is to design a model of talent management ...
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Summary
The main goal of the sports managers is the effective and optimal use of various resources and facilities of the organization such as the human and material resources, types of tangible, and intangible capital and information.The purpose of this work is to design a model of talent management and succession with a meritocracy approach in the general departments of sports and youth.
Introduction
Creating a competitive advantage and a talented and competent workforce is one of the basic requirements of the organizations in a rapidly changing world. Hence, the talent management has become a vital issue for the organizations. The evolution of talent management began in the late 19th century, and created a new attitude in the organizations towards the individuals and employees. In addition, the competitive advantage of human resources to achieve the best results for the organizations was created, and the need to hire, develop, and retain talent for organizational success for the managers was raised as an important management priority (1). On the other hand, succession management assures an organization where the capable and experienced people are selected to manage the organization (2). One of the tools of talent management is succession breeding, which provides the qualified and talented personnel for the key positions in the organization (3).
Methodology and Approach
The method of the present work was qualitative based on the data theory approach, and based on the Strauss and Corbin model. The statistical population of the work included the management and sports management specialists, experts, and senior officials of the general directorate of sports and youth, and the non-probability sampling and snowball sampling methods were used to collect the data. In this work, the semi-structured interviews were conducted with 20 experts in order to collect the data until the theoretical saturation was reached.
Results and Conclusion
The results obtained showed that the model of talent management and succession with meritocracy approach had 9 categories and 96 concepts. Also the causal conditions with 20 meanings, interventionist conditions with 15 meanings, contextual conditions with 10 meanings, strategic phenomenon with 9 meanings, and 13 meanings were identified for the outcome of this model.
Abstract
Summary
The aim of this work is to investigate the effect of authentic leadership style on the organizational citizenship behavior and job performance with the role of mediating of psychological capital among the staff of the sport and youth departments in Iran. The population of the study consists ...
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Summary
The aim of this work is to investigate the effect of authentic leadership style on the organizational citizenship behavior and job performance with the role of mediating of psychological capital among the staff of the sport and youth departments in Iran. The population of the study consists of 1500 people. Based on the Morgan's table, 307 employees of the Iran's sports and youth departments are selected. The psychological capital questionnaire (Nguyen et al., 2012), authentic leadership style (Walumbwa et al., 2008), Organ and Konovsky (1996) organizational citizenship behavior, and Paterson's (1992) job performance are used. The results obtained show that the psychological capital has a partial mediator role between the authentic leadership and the job performance (VAF = 0.625). Regarding the psychological capital between the genuine leadership and the citizenship behavior, there is a partial intermediary organization (VAF = 0.50). It is suggested that the managers of the youth departments of the country should increase the transparency of communication and a balanced processing of information among the organizational units, increase self-awareness, and improve the morality among the employees in order to improve the organizational productivity.
Introduction
Studies show that one of the ways to persuade the employees to engage in extracurricular behaviors and perform organizational citizenship duties is to strengthen the quality of organizational leadership with the employees, and provide solutions to the current leadership challenges and future leadership studies. Authentic leadership is a process that is based on positive psychological capacities and a highly developed organizational context, which, in turn, leads to self-awareness, self-regulation, and emergence of positive behaviors in the leaders and followers. The authentic leaders enhance the employees' psychological resources and help them regenerate when faced with problems, shortcomings, and failures. The authentic leaders can improve the individual performance and organizational citizenship behaviors of the employees by utilizing the potential of psychological capital (optimism, self-efficacy, hope, and resiliency).
Methodology and Approach
This research work was a descriptive-correlation one, and it was done as a field study. The population of the study consisted of all the employees of the Iran's sports and youth departments (1500 people). Based on the Morgan's table, 306 persons were selected, and their questionnaires were analyzed. The psychological capital questionnaire (Nguyen et al., 2012), authentic leadership style (Walumbwa et al., 2008), Organ and Konovsky (1996) organizational citizenship behavior, and Paterson's (1992) job performance were used. The hypothesis test was performed using the partial least squares structural equation model.
Results and Conclusions
The results obtained show that the psychological capital has a partial mediator role between the authentic leadership and the job performance (VAF = 0.625), and 62.5% of the total effect of the original leadership on job performance is explained by the variable of psychological capital as well as the psychological capital between a genuine leadership and the citizenship behavior. There is a partial intermediary organization (VAF = 0.50), of which 50% of the total effect of the overall leadership on the organizational citizenship behavior is explained by the variable of psychological capital.
The managers of the sport and youth general offices in Iran, using the authentic leadership style along with the psychological capital, can improve the organizational citizenship behavior and the employees’ career performance. It is suggested that the managers of the youth departments of the country should increase the transparency of communication, the balanced processing of information among the organizational units, increase self-awareness, and improve the morality among the employees in order to improve the organizational productivity.
