Yousef Yavari; Saba Artik; Rasoul Faraji
Abstract
Objective: The present study aims to analyze and precisely identify the challenges and problems in karate refereeing in East Azerbaijan Province.
Methodology: This research was conducted using a qualitative approach with a phenomenological design. The statistical population consisted of male and female ...
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Objective: The present study aims to analyze and precisely identify the challenges and problems in karate refereeing in East Azerbaijan Province.
Methodology: This research was conducted using a qualitative approach with a phenomenological design. The statistical population consisted of male and female referees with a minimum of three years of experience officiating at provincial, national, or international levels. Purposeful sampling was employed, selecting 12 referees (8 female and 4 male, with an average age of 42) until theoretical saturation was reached. Data were collected through semi-structured interviews (each lasting 30 to 45 minutes) and analyzed using Collaizi seven-step method.
Findings: The results revealed that East Azerbaijan Province possesses significant potential in terms of distinguished referees and young talent; however, only a limited portion of this potential is actively utilized. The main identified challenges include high costs associated with referee grade promotion, inadequate financial support, insufficient infrastructure and standard equipment, inefficient competition management, conflicts arising from different karate styles, lack of meritocracy, and the occurrence of bias in the refereeing process.
Conclusion: To improve the state of karate refereeing in the province, structural and supportive reforms are necessary. Strengthening financial and motivational support, upgrading refereeing infrastructure and equipment, training sports managers, institutionalizing meritocracy, and managing stylistic conflicts can enhance fairness, increase referee participation, and restore the province’s standing at national and international levels.
Tahmaseb Shirvani
Abstract
Objective: The purpose of this study was to design a smart human resources governance model for the Iranian Ministry of Sports and Youth, which was carried out in 2025.Methodology: The present study was conducted using a qualitative and exploratory approach, employing the grounded theory method to develop ...
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Objective: The purpose of this study was to design a smart human resources governance model for the Iranian Ministry of Sports and Youth, which was carried out in 2025.Methodology: The present study was conducted using a qualitative and exploratory approach, employing the grounded theory method to develop the theoretical framework. The research population consisted of specialists in sports management, human resources, as well as managers and experts working at the Ministry of Sports and Youth. Sampling was performed using the snowball technique, and data were collected through semi-structured interviews. Data analysis was carried out in three stages: open, axial, and selective coding. Findings: During the open coding phase, a total of 142 unique initial codes were identified. These codes were subsequently grouped into 14 concepts, which were further organized into 6 overarching categories. Conclusion: The innovation of this research is in presenting a local model of smart human resource governance based on field data of the Ministry of Sports and Youth and in line with the institutional and mission requirements of this ministry. Based on the results, for the establishment of smart human resource governance in the Ministry of Sports and Youth, solutions such as strengthening smart human capital through empowerment and targeted training, redesigning human resource structures and processes with a smart and transparent approach, developing data-driven policymaking and planning, and establishing participatory and justice-oriented systems in human resource decision-making are proposed.
Azam Saberi; Houriyhe Dehghanpouri; Hasan Bahrololoum
Abstract
The main aim of the present study is to investigate the effect of job involvement on the performance of physical education teachers in Razavi Khorasan Province with the role of moderating job stress.The present study was applied in terms of purpose, cross-sectional in terms of time, descriptive-correlational ...
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The main aim of the present study is to investigate the effect of job involvement on the performance of physical education teachers in Razavi Khorasan Province with the role of moderating job stress.The present study was applied in terms of purpose, cross-sectional in terms of time, descriptive-correlational in terms of data collection method, and applied research. The statistical population of the study was all physical education teachers in Razavi Khorasan province in the academic year 2023-2024 (2057 people). The sample size was estimated between 70-350 using Kline's theory (2014) and considering the number of items. The data collection tools were Kanungo's job involvement questionnaire (1982), Patterson & Husband's job performance (1970), and Hellriegel and Slocum's job stress questionnaire (2004). The reliability of the questionnaires was examined and confirmed with Cronbach's alpha. After distributing the questionnaires in an accessible manner, 223 questionnaires were analyzed. Data analysis was performed using structural equation modeling in PLS software.The results of the research model analysis also showed that job stress does not play a moderating role in the relationship between job involvement and job performance of physical education teachers in Razavi Khorasan Province. Although job stress did not play a moderating role in this study, this result does not mean that stress is unimportant, but rather shows that in work environments full of engagement and dynamic activities, motivational factors may overcome stressful challenges.
Zahra Asghari; Mohsen Sadeghi
Abstract
Objective: The present research was conducted with the aim of explaining the role of sports media in the international human resources management in Iranian sports.Methodology: The present study is of an applied and qualitative type, conducted with thematic analysis strategy using the Attride-Stirling ...
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Objective: The present research was conducted with the aim of explaining the role of sports media in the international human resources management in Iranian sports.Methodology: The present study is of an applied and qualitative type, conducted with thematic analysis strategy using the Attride-Stirling (2001) approach. The research participants were university professors of sports management and human resource management, activists in the field of sports media who specialize in human resource management, heads of sports federations, and Iranian international expert athletes. Using a purposeful and snowball method and considering the principle of theoretical saturation, 19 of them were selected and participated in a semi-structured interview, the results of which related to the test-retest reliability were calculated as 0.91. In order to analyze the data, the theme analysis method with Attride-Sterling (2001) approach was used and the basic, organizing and inclusive themes were identified.Results: The role of sports media in the management of international human resources in sports in three themes of recruiting international human resources (identification, recruitment and employment, legal learning and improvement in the registration of contracts), retaining international human resources (education and development, improving communication, increasing motivation and encouragement and financing) and control and evaluation of international human resources (improvement of performance evaluation and reduction of control costs) were identified.Conclusion: The country's sports managers can use sports media to identify, recruit, employ, retain and evaluate the performance of international human resources.
Safa Muslim Halil; Mir Hassan Seid Ameri
Abstract
Objective: This research aimed to design a relationship model between quantum management, organizational citizenship behaviour, and organizational justice of Iraqi Ministry of Sports employees.
Methodology: The research method was applied in terms of purpose and descriptive survey regarding the data ...
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Objective: This research aimed to design a relationship model between quantum management, organizational citizenship behaviour, and organizational justice of Iraqi Ministry of Sports employees.
Methodology: The research method was applied in terms of purpose and descriptive survey regarding the data collection method. The statistical population of this research was all the employees and managers of the Ministry of Sports and Youth of Iraq, with a total of 496 people, and 392 people were selected as a sample using the available sampling method. To collect research data, Podsakov's (2000) organizational citizenship behaviour questionnaire, Niehoff and Moorman's (1993) organizational justice, and Shelton and Darling's (2000) quantum management skills were used. Form and content validity were confirmed using the opinions of 10 sports management experts, and the reliability of the questionnaires was obtained using Cronbach's alpha coefficient of 0.884, 0.919 and 0.893, respectively. In order to analyze the data, the structural equation modelling method was used using SmartPLS version 3 software.
Results: The results showed a positive and significant relationship between quantum management, organizational citizenship behaviour, and organizational justice. In addition, organizational justice had a mediating role in this relationship.
Conclusion: Therefore, the more managers of the Iraqi Ministry of Sports use quantum management methods, the more the employee's organizational citizen behaviour increases. However, the field of organizational justice should be provided so that the effects of quantum management on citizenship behaviour are evident. Therefore, by implementing quantum management in the context of organizational justice, the Ministry of Sports of Iraq can improve organizational performance and increase the employee's organizational citizen behaviour.
Ahmed Hameed Jawad; Saeid Tabesh; Morteza Dousti
Abstract
Objective: The present research aimed to design a model of human resource development indicators within the Iraqi basketball system. This study was applied in nature and conducted qualitatively.
Methodology: The prevailing framework of the research was pragmatism, employing a grounded theory ...
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Objective: The present research aimed to design a model of human resource development indicators within the Iraqi basketball system. This study was applied in nature and conducted qualitatively.
Methodology: The prevailing framework of the research was pragmatism, employing a grounded theory strategy with a Glaser approach. The data collection sources included a literature review and semi-structured interviews. Participants in this study consisted of senior sports managers in Iraq, members of the federation and basketball association managers, faculty members from physical education faculty, basketball club managers, coaches, referees, and athletes. Purposeful sampling was utilized, employing a snowball method. The interviews reached theoretical saturation at 15 participants but were extended to 17 for greater assurance. MAXQDA software was used for coding, and the final model was developed. After data analysis and initial examination by the researcher, open, selective, and theoretical codes were ultimately identified.
Results: The data analysis yielded 68 concepts, 16 subcategories, and five main categories: managers and staff (organization, planning, finance), referees (training, commitment, scientific), spectators (facilities, services, emotions), players (promotion and development, functional, economic), and coaches (technical, specialization, support, psychological).
Conclusion: A primary focus in the development of human resources within the basketball system is the aspect of management. By concentrating on effective human resource management, talents can be identified, and employee performance can be enhanced. Additionally, the role of the coach, acting as an intermediary between management and players, is crucial for achieving success in sports arenas. Prioritizing objectives for players results from interaction with management and having a creative, well-trained coach. Based on the findings of this research, sports officials are encouraged to focus on human resources, enhance the educational system, and retain talented individuals to advance basketball in Iraq.
Seyed Hatef Mirdozandeh; Mohsen Bagheriyan Farahabadi; Habib Honari; Mehdi Emadi
Abstract
Objective: The present research was designed to provide a model for the development of sports organizations' human resources according to the capacities of Metaverse.
Methodology: The present research was one of the qualitative research projects carried out in the field. The qualitative method used ...
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Objective: The present research was designed to provide a model for the development of sports organizations' human resources according to the capacities of Metaverse.
Methodology: The present research was one of the qualitative research projects carried out in the field. The qualitative method used in this research was qualitative content analysis. The participants in the current research included experts who are knowledgeable about the research topic. The participants in this research were selected using purposeful sampling and the homogeneous sampling approach while observing the maximum diversity. This problem continued until theoretical saturation was reached. Finally, 14 interviews were conducted in this regard. These people included experts who had full knowledge of the current research topic. The data collection tool in this research was a semi-structured interview.
Results: The results showed that the human resources development model of sports organizations, according to the metaverse capacities, includes dimensions such as educational capabilities, competence development, explaining policies, directing and maintaining human resources, and monitoring and evaluation.
Conclusion: The results showed that various factors such as personalization of education, quantitative and qualitative development of competencies, institutionalization of policies, excellence of human resources and monitoring of human resources can accelerate the development process of human resources of sports organizations according to metaverse capacities.
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 ...
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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.
Reza Mohamadi; hemat allah bastami
Abstract
Objective: The current research was conducted to investigate the effect of organizational health on the professional ethics of employees with the mediating role of strategic human resources management.
Methodology: The descriptive research method was a correlation type with structural equation modeling, ...
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Objective: The current research was conducted to investigate the effect of organizational health on the professional ethics of employees with the mediating role of strategic human resources management.
Methodology: The descriptive research method was a correlation type with structural equation modeling, and the statistical population included all the employees of the General Directorate of Sports and Youth of Kermanshah province, a total of 238 people. For the necessary sample size, 149 people were selected by simple random sampling using the table of Karjesi and Morgan (1970). The data collection tools were the standard organizational health questionnaires of Hui et al. (1996), Cadozier's professional ethics (2002), and the strategic management of human resources by Chang and Hong (2005). All questionnaires' face and content validity were checked and confirmed with the opinion of supervisors and advisors, considering their standardization and widespread use in many studies, and their reliability was obtained using Cronbach's alpha coefficient above 0.70. Data analysis tools were the Pearson correlation coefficient, structural equation model, and path analysis using SPSS and AMOS software.
Results: The findings showed that in the research sample, organizational health is directly affected by the professional ethics of employees. Also, findings about the effect of strategic management of human resources on professional ethics prove that strategic management of human resources is a significant predictor for the professional ethics of employees. In addition, the results showed that all the correlation coefficients and path coefficients were statistically significant, and organizational health's effect on employees' professional ethics through strategic management of human resources is positive and significant.
Conclusion: Because the General Administration of Sports and Youth play a vital role in developing sports in the country, it needs more attention to professional ethics and its establishment factors, including strategic management of human resources and organizational health. Suppose this organization wants to benefit from growth. In that case, it must have employees and managers who pay special attention to its members' professional ethics, human resources, and organizational health.
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
Objective: The purpose of this research is to present a model of crisis management in sports complexes of Tehran municipality with emphasis on human resources.
Methodology: A qualitative research method with Glazer’s approach was used. The participants included professors, municipal sports managers, ...
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Objective: The purpose of this research is to present a model of crisis management in sports complexes of Tehran municipality with emphasis on human resources.
Methodology: A qualitative research method with Glazer’s approach was used. The participants included professors, municipal sports managers, and sports complex managers. Sampling was conducted through employing a judgement method with a sufficient number of participants so as to ensure reaching theoretical saturation (20 people). Research tools included systematic library study and structured exploratory interviews. The validity of the tool was evaluated and confirmed based on the legal and scientific validity of the sample, expert opinion and agreement between the correctors. In order to analyze the findings, the multi-stage conceptual coding method with the Glaser approach was used.
Results: There are three main categories in order to develop a crisis management model in sports complexes of Tehran municipality with an emphasis on human resources. The central code before the crisis, which has the categories of human resource empowerment, coordination and planning. The core code during the crisis, which has management, psychological and communication categories, and the core code after the crisis, which includes evaluation, correction and feedback.
Conclusion: Paying attention to the created model can create the process of planning and responding to the crisis of sports complexes of Tehran municipality and provide a platform for the use of all human capacities.
mohammad zare abandansari
Abstract
Objective: Different sports federations can try to grow and develop their organization's human resources by using favorable relations with sports federations of other countries. Therefore, the design of the model was the influencing factors on the development of communication between the sports federations ...
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Objective: Different sports federations can try to grow and develop their organization's human resources by using favorable relations with sports federations of other countries. Therefore, the design of the model was the influencing factors on the development of communication between the sports federations of Iran and the countries of the Persian Gulf.
Methodology: The present research work was conducted in a mixed qualitative and quantitative method. The phenomenological approach was used in the qualitative part, and in the quantitative part, the descriptive survey approach was used. The participating community of the qualitative part includes experts related to the subject of the study, and semi-structured interviews were conducted with 21 of them. The data collection tool in the quantitative part was a researcher-made questionnaire taken from the qualitative part, the content validity of which was confirmed by Several experts, and due to the limitedness of the statistical society, according to the Morgan table, it was completed by 384 people related to the subject. The reliability of the instrument was also estimated using Cronbach's alpha coefficient. Finally, confirmatory factor analysis (structural equation model) was used in order to present the influencing factors on the development of communication between sports federations of Iran and Persian Gulf countries.
Results: According to the information obtained from the research work, 71 primary topics were identified in the form of 11 main topics: media content, behavioral norms, infrastructure development, management strategy, political dimensions, security dimensions, sports interactions, international solidarity, sports communication, national prestige, and educational experiences. Also based on the results of the factor loadings, it can be said that the dimensions of security (0.952) have the most influence and national prestige (0.394) have the least influence on the development of communication between sports federations of Iran and Persian Gulf countries.
Conclusion: It is suggested to the senior managers of sports federations in Iran to use the concepts identified in this research work to improve sports relations with other countries.
Abstract
Objective: The purpose of this work was to investigate the effect of strategic human resource management practices on the employee’s organizational performance with the mediating role of organizational learning of sports and youth offices in the Markazi Province.Methodology: The method of this ...
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Objective: The purpose of this work was to investigate the effect of strategic human resource management practices on the employee’s organizational performance with the mediating role of organizational learning of sports and youth offices in the Markazi Province.Methodology: The method of this research work was descriptive-correlational, which was done by survey. The statistical population of this work included the staff of the Sports and Youth Department of the Markazi Province, from which 95 people were randomly selected as a statistical sample. Standard questionnaires of strategic human resource management measures, organizational learning questionnaire, and employee organizational performance questionnaire were used to collect the research data. The research data was analyzed using the structural equation modeling test in the SPSS software (version 23) and Smart PLS (version 3).Results: The results showed that the strategic human resource management practices had a positive and significant effect on the employee’s organizational performance and organizational learning by the coefficients of 0.65 and 0.81, respectively. Also organizational learning with a coefficient of 0.71 had a direct and significant positive effect on the employee’s organizational performance (P ≤ 0.05). In addition, organizational learning had a minor mediating role in the relationship between strategic human resource management practices and organizational performance of employees.Conclusion: According to the results, it is suggested that the officials of the studied organizations take the necessary measures to improve the performance evaluation status, the participation of employees in organizational activities, which can ultimately improve their organizational learning and organizational performance.
Atefeh Khodabakhshi; Zeynalabedin Fallah; Amir Montazeri; Taher Bahlakeh
Abstract
Objective: The purpose of this study was to identify and verify the influential factors of multicultural management in school sports.Metodology: This research work was an applied one, and the research method was descriptive- correlation. The statistical population of the study included all the physical ...
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Objective: The purpose of this study was to identify and verify the influential factors of multicultural management in school sports.Metodology: This research work was an applied one, and the research method was descriptive- correlation. The statistical population of the study included all the physical education teachers (N = 34000). According to the research purpose, 346 people were selected in the exploratory factor analysis, and 322 people in the confirmatory factor analysis section were selected by clustered random sampling as a statistical sample. The required data for identifying the components and analyzing the model was collected using a researcher-made questionnaire after obtaining the validity (face, content). In order to calculate reliability, Cronbach’s alpha was used (α = 0.90), and to analyze the data, exploratory and confirmatory factor analysis and structural equation were used.Result: The results of exploratory factor analysis showed that 51 items were identified as the multicultural management structure of school sports; they were classified into 9 components including policies and guidelines, multicultural planning, human resource empowerment, education, student motivation, curriculum planning, cultural awareness, countering racism, and cultural enrichment of the physical education classroom, which explained 80.69% of the variance of the structure. Examination and testing of the research model also showed that the general indicators of the fit of the measurement model were in a favorable condition; the results of the second-order factor analysis showed that the factors of "multicultural planning", "curriculum planning", "human resource empowerment" and "education" had the greatest impact on the establishment of multicultural management of school sports.Conclusion: The results of this research work suggest that the educational planning officials should pay more attention to multicultural schools and physical education classes in these schools in macro-education programs and policies, and in order to empower physical education teachers in developing multicultural management skills, pay more attention to the inclusion of multicultural concepts in the teacher preparation program.
Abstract
Summary
The purpose of this research work is to identify the characteristics of the selection of human resources of the Iraqi Wrestling Federation qualitative approach and foundation data method. Semi-structured qualitative interviews are conducted with 16 staff managers of the Ministry of Sports, the ...
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Summary
The purpose of this research work is to identify the characteristics of the selection of human resources of the Iraqi Wrestling Federation qualitative approach and foundation data method. Semi-structured qualitative interviews are conducted with 16 staff managers of the Ministry of Sports, the Board of Directors of the Wrestling Federation, and the professors of sports management in Iraq until a theoretical saturation is reached. The findings show 58 themes in the form of 9 features that pay attention to social issues, resources, infrastructure, advertiser, cooperation and partnership, innovative and creative, educational and scientific, responsible, responsive, having individual ability.
Introduction
Now, in the era of globalization and rapid technological advancement, sports organizations require a better management system than in the past to grow and stay at a high level of competition (1).
In order to achieve their goals, the sports organizations need new financial resources, physical resources, human resources, and technical resources, and the managers are constantly making decisions for the correct allocation of these resources (2).
Methodology and Approach
The current research work was an interpretative type with an inductive approach, which, considering the complex nature of information and the mutual effects of various factors on human resources, and in order to identify the characteristics of human resource selection in the Iraqi Wrestling Federation, a qualitative approach and grounded theory method were used. At the first step of the research work, they collected a preliminary list of factors related to the selection of human resources in sports organizations through the background study and the collection of documents and library information, then using the purposeful sampling method, semi-structured in-depth qualitative interviews. It was conducted with 16 people from the research community, which included all the staff managers of the Ministry of Sports, the Board of Directors of the Wrestling Federation, and the professors of sports management in Iraq, until reaching a theoretical saturation. At the next step, after conducting the interviews, the findings were analyzed using the context-oriented method. In this way, after conducting and editing the interviews, different opinions were coded and classified in the same conceptual groups and qualitatively analyzed. Coding was done in an open and axial manner. The time of each interview was between 30 and 50 minutes, all the interviews were recorded with the permission of the people, and in order to determine the validity and reliability of this research work, like other qualitative research works, acceptability, transferability, and verifiability were used. In order to increase acceptability in this research work, the data was collected from various sources and various knowledgeable people. In order to check the reliability of the interviews, the intra-subject agreement reliability method of two coders was used, and the reliability rate between the two coders was equal to 73%, which confirmed the reliability of the codings of this research work.
Results and Conclusion
In the open coding phase, 92 initial concepts were extracted from the implemented interviews. In axial coding, the process of relating categories to sub-categories and linking them was done. The extracted concepts and conceptual codes in axial coding. In sports organizations, human resources play a key role. The current research work also pointed out the important features for choosing these people. One of the important and key issues in the selection of human resources is how they relate to the society and pay attention to the social issues (Jafari et al. (2019) and Hosseinpour et al.) Without the existence of certain values in the society, people will have problems in formulating their social goals and ideals. Another important issue is the amount of attention human resources pay to the internal organizational resources. The correct use of the federation's resources and energy, optimal use of the federation's consumables, trustworthiness in the federation's important issues, reduction of the federation's unnecessary expenses, and creation of new sources of income for the federation. Other important factors that are required to select human resources are paying attention to the values and vision and goals of the sports organization including protecting the natural and artificial sports infrastructure, trying to institutionalize the values of the federation, providing a solution to solve the deficiencies in the internal policies and trends of the federation, trying to achieve the goals and vision of the federation, the quality of work based on processes and procedures and trying to achieve work goals. Hammad (2021) (3) and Raqiq et al. (2021) (4) have mentioned the infrastructure issue in their research works. Also the experts agreed that people should be good missionaries; it means to present a positive image of the federation for the athletes and the society to inform other employees about the organizational missions and to transfer their information to their colleagues. Ben Shatouh (2020) (5) mentioned the topic of knowledge transfer in their research work. Cooperation and participation of human resources can play a decisive role in their selection including support and participation in the implementation of federation programs, participation in the system of suggestions and criticisms of the federation, participation in the annual calendar events of the federation, compatibility and accompaniment with the new programs of the federation, communication with the managers and colleagues in the federation, participation in decision-making and organization of the federation issues, and the satisfaction of colleagues and managers for his presence in the federation and welcoming change and transformation. This part of the research work was in line with the research works of Tayibi and Ben Salim (2021) (6) and Habib (2021) (7). Among the other factors are innovative and creative human resources such as providing innovation and initiative in assigned tasks, productivity in performing assigned tasks, inventions and discoveries and obtaining patent licenses, the ability to use new technologies and application software, interest in performing tasks, and having the spirit of innovation in this field.
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
SummaryIn addition to the physical effects, the corona virus pandemic has psychological consequences that can affect various aspects of the job. Therefore, the present study was an analysis of the role of resilience and individual maturity in self-efficacy of the physical education teachers in the Covid_19 ...
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SummaryIn addition to the physical effects, the corona virus pandemic has psychological consequences that can affect various aspects of the job. Therefore, the present study was an analysis of the role of resilience and individual maturity in self-efficacy of the physical education teachers in the Covid_19 pandemics. In this way, by employing the capable and efficient physical education teachers, we can help the schools to provide the best educational services.IntroductionIn the recent decades, the organizations have faced the dramatically changing and dynamic environments, and in order to survive, maintain, and enhance their dynamism, they must be prepared to adapt and manage the change. The increased disruption of the organizational processes by natural disasters, economic crises, and health threats increases the requirement for the organizations and their employees in order to pay attention to resilience. Meanwhile, the outbreak of a new corona virus called Covid_19 came as a shock to many organizations. The studies show that the mature organizations are more successful than their counterparts in implementing the transformational measures. Success in responding appropriately to the dynamic and unpredictable changes and conditions, and making the right decisions and maintaining the organizational and individual performance have been the concern of most organizations and scientific and educational centers in the recent decades.Methodology and ApproachThe research method was descriptive–correlation. The statistical population of the study included all the physical education teachers in the Khorasan-e-Razavi Province in all levels (primary and secondary) in the academic year 2020-2021, and using the stratified sampling method, 550 teachers were selected as the research sample (260 females, 290 males). In order to analyze the conceptual model, the data collected through three questionnaires of teacher efficacy (Tschannen-Moran and Woolfolk, 2001), individual maturity (Soltani and Bahraminejad, 2010), and resilience scale (Connor and Davidson, 2003) after obtaining the validity (face, content, and structure), and validations were collected. In order to calculate the reliability, Cronbach’s alpha was used, and to analyze the data, the structural equation modeling was used.Results and ConclusionThe structural equation model showed that the overall indices of the structural model were in a good condition, and thus it was concluded that the resilience and maturity of the teachers had a positive and effective role on their self-efficacy in dire situations. In addition, the indirect effect of resilience on self-efficacy of the teachers was significant. Accordingly, what helps the managers and administrators in education to maintain the efficiency and ability of their teachers in unexpected events and crisis situations are the characteristics of resilience, personal maturity, self-efficacy, and looking to the future and reaction. It is positive towards the environment.
Abstract
Summary
The aim of this work was to identify and prioritize the indicators affecting the future of competence of sports managers with world-class management in the Iranian sports industry.
Introduction
In an environment that is constantly changing, a top management is impossible without having competent ...
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Summary
The aim of this work was to identify and prioritize the indicators affecting the future of competence of sports managers with world-class management in the Iranian sports industry.
Introduction
In an environment that is constantly changing, a top management is impossible without having competent managers. The organizational managers face business globalization, rapid technological change, reorganization, and competency-based competition that challenge these advances, skills, competencies, and capabilities of organizational managers.
Methodology and Approach
Using the environmental scanning approach (Delphi methods, interviews and reading reports, numerous articles and books in the field of sports industry, world class management, other related sciences), 230 effective variables in the public environment and close to the sports industry were counted. In the next step, 99 effective indicators were classified into five main groups in order to compare the data obtained from the agreement of the experts (senior managers and experts in the sports industry, futurists, world-class management), and factor analysis was used. Shaping the future sports managers was qualified with world-class management, and then the most important indicators were identified and prioritized by the Friedman test.
Results and Conclusion
The results obtained showed that marketing competence (being an entrepreneur), diplomacy competence (knowledge of international relations in the sports industry), managerial competence (being development-oriented), performance competency (risk-taking), and perceptual competence (optimal organizational intelligence) were the key competencies. Finally, the effect of marketing competency with a factor load of 0.78 and an average of 4.62 had the greatest importance in the future of competence of sports managers with world-class management in the sports industry. The productivity of the sports industry is a function of the productivity of the sports managers. As a result, today, we have to think of a solution for the future. If we are to think for the future today, we must train the worthy managers. Therefore, recognizing these competencies can be a suitable model for the managers and sports policy-makers in order to employ the managers with excellent world-class management capabilities, whose active participation is the source of growth of the sports industry.
Abstract
Summary
The purpose of this work was to identify and develop a talent management model of the general directorate of the Sports and Youth departmentns of the Fars Province in Iran. This research work was conducted according to the Grand theory, and the qualitative and quantitative research methods were ...
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Summary
The purpose of this work was to identify and develop a talent management model of the general directorate of the Sports and Youth departmentns of the Fars Province in Iran. This research work was conducted according to the Grand theory, and the qualitative and quantitative research methods were used.
Introduction
The talent management process is the application of a set of integrated activities to ensure that the organization recruits, retains, motivates, and develops the forces it requires now and in the future. The Sports and Youth departments at the provincial level are among the organizations that have a very valuable role in the country's sports, and improving the performance of these departments will lead to a further development in the country's sports. One of the most important pillars on which the development of organizations as well as the Sports and Youth departments depends is the human resources and the talent management process in these departments.
Methodology and Approach
The participants in this work included the experts, professors, and researchers in the fields of sports management, managers, head of sports delegations, staff and employees of sports, and youth departments in the Fars Province in Iran. From the interview 11 onwards, we did not enter much new information into the study so 14 semi-structured individual interviews were conducted. The data analysis was performed using the systematic method of Strauss and Corbin including a three-step open, axial, and selective coding.
Results and Conclusion
A total of 80 primary codes were generated from a total of 14 interviews, and then similar codes were classified based on the conceptual and semantic similarity, and placed in their own group and reduced to 22 sub-categories. The political legal constraints, financial conditions of the organization, causal conditions (service compensation system, job opportunities, ability and job fit, organizational environment, organizational communication, and organizational management), axis phenomenon (talent management process), strategies (identification and recruitment, recruitment and employment, retention, and development and improvement), underlying factors (conceptualization of talent, organizational vision, and attitudes of managers), and consequences (job satisfaction, role-playing behavior, job motivation, organizational commitment, sustainable competitive advantage, and talent retention and succession) were identified. According to the results of the research work, the managers can prevent the talent migration and waste of costs by focusing on the talent management process and using the proper human resource management strategies, and improve the employee performance and increase the productivity of the organization and promote sports in the Fars Province.
Abstract
Summary
This work aims to identify and prioritize the factors involved in the human capital (HC) development in Iran's sports production firms using the multi-criteria analysis and the Copland's approach. This work follows a practical application and uses a descriptive-survey design. The research population ...
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Summary
This work aims to identify and prioritize the factors involved in the human capital (HC) development in Iran's sports production firms using the multi-criteria analysis and the Copland's approach. This work follows a practical application and uses a descriptive-survey design. The research population of this work consists of 107 experts from the Iran's sports production firms. The sampling method is purposive.
Introduction
At the company level, human capital (HC) should be considered as a resource that can be used in order to achieve a sustainable competitive advantage. Based on the HC theory, it is the individuals with different knowledge and skills that create an economic value. There is a convincing evidence that the HC knowledge is essential for the discovery, creation, and exploitation of corporate entrepreneurial opportunities. Therefore, the level of knowledge, experience, and merit of the managers and employees in a company helps to provide HC through formal education, business experience, practical learning, and informal education.
Methodology and Approach
The data was collected using a research-made questionnaire. After confirming the content validity of the questionnaire using the opinions of 10 experts in the field of sport management, the reliability of the questionnaire was obtained using the Cronbach's alpha coefficient (α = 0.89). The factors involved were initially identified and then ranked using various models of multi-attribute decision-making with excel2013 and expert choice11. As the results obtained from the above-mentioned models did not conform to each other in some cases, an integrated model called the Copland approach was used in order to reach a general consensus in ranking the obstacles to the factors involved in the HC development.
Results and Conclusion
The ranking results obtained from the Copland technique revealed that the three main factors involved in the human capital development have attracted the human resources with a high level of expertise and knowledge, creating and using an integrated knowledge management system, and using experienced managers and staff with experience, respectively. According to the results of this research work, using the correct factors provided from the development of HC such as the use of skilled, experienced, and knowledgeable human resources, we will see more efficiency of this valuable resource in the Iran's sports production firms by improving the performance of these companies to provide the necessary ground for the further improvement of the Iranian sports industry.
Abstract
Summary
In this research work, it is aimed to design the model of the staff’s perceived organizational image effect on their self-development behaviors regarding the role of job satisfaction and organizational commitment in the sport organization of the Isfahan municipality. The method used in ...
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Summary
In this research work, it is aimed to design the model of the staff’s perceived organizational image effect on their self-development behaviors regarding the role of job satisfaction and organizational commitment in the sport organization of the Isfahan municipality. The method used in this work is survey (correlation), and the total population includes all the sport organization’s staffs of the Isfahan municipality in 2018. Four questionnaires are used in this research work in order to measure the perceived organizational image, job satisfaction, organizational commitment, and self-development behaviors. The SPSS and Amos Graphic softwares are also employed in this work in order to analyze the data as well as the structural equation modeling. The results obtained indicate that the staff’s perceived organizational image directly affect the job satisfaction as well as the organizational commitment. Also, job satisfaction and organizational commitment directly affect the staff’s self-development behaviors. Furthermore, in one path, the perceived organizational image increases the staff’s self-development behaviors with mediating the job satisfaction and organizational commitment. It is suggested that the authorities responsible for the sport organization of the Isfahan municipality to notice the results of this work in order to improve the staff’s efficiancy in that organization.
Introduction
In this work, we aimed to design the model of the staff’s perceived organizational image effect on their self-development behaviors regarding the role of job satisfaction and organizational commitment in the sport organization of the Isfahan municipality.
Methodology and Approach
This work was survey, in the category of correlation studies, and its population included all the sport organization staffs of the Isfahan municipality in 2018 (N = 263). All of the staff members in that organization were selected for participating in this work; however, since the rate of returning questionnaires was 88.6%, this research work was implemented with 233 staff members. Four questionnaires were used in this work in order to measure the perceived organizational image, job satisfaction, organizational commitment, and self-development behaviors. The SPSS and Amos Graphic softwares were also employed in this work in order to analyze the data as well as the structural equation modeling.
Result and Conclusions
The results obtained indicated that the staff’s perceived organizational image directly affected the job satisfaction (β = 0.71) and organizational commitment (β = 0.63). In addition, job satisfaction and organizational commitment with the regression cofficients of 0.66 and 0.54, respectively, directly affected the staff’s self-development behaviors. Furthermore, the perceived organizational image, in two different paths, with mediating the job satisfaction (β = 0.59) and the organizational commitment (β = 0.51) improved the staff’s self-development behaviors. Also, in one path, the perceived organizational image increased the staff’s self-development behaviors with mediating the job satisfaction and organizational commitment (β = 0.46). Based on the results obtained, attempting to improve the perceptions and staff’s perceived organizational images in sport organizations could improve their self-development behaviors in addition to develop the important career attitudes, which lead to increase the job performances and improve the organizational efficiency.
Abstract
Summary
At the beginning of the 21st century one of the new problems reported in the world sports sector was match-fixing. Every year, a large number of collusions are reported in domestic competitions or world competitions under the supervision of the committees or world federations, and this can have ...
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Summary
At the beginning of the 21st century one of the new problems reported in the world sports sector was match-fixing. Every year, a large number of collusions are reported in domestic competitions or world competitions under the supervision of the committees or world federations, and this can have many consequences.
Introduction
Match-fixing is ranked the third in corruption in sports, which can be defined as a deceptive act or action in order to determine the outcome of a match before it is carried out. Collusion can have many consequences for the players, referees, coaches, league managers, fans, and supporters (Peurela, 2013). Match-fixing in sport can also have other definitions if it can affect a course or outcome of a sporting event in order to gain an advantage for one person or for the others (individuals or institutions) and eliminate all or part of the uncertainty in the length of a competition (Moriconi, 2016). Carrying out research works that can lead to the aggregation and analysis of the opinions of different experts will probably lead to a reduction in the decision-making time of club managers in order to combat this phenomenon for a fair athlete benefit from sports and maintain the sanctity of clean sports. Therefore, the main question will be answered in the two axes of contexts and strategies so that what components are effective on the formation of collusion in sports. After identifying these components, the main question is the strategies available to combat collusion or reduce the opportunity to create it.
Methodology and Approach
This research work was a qualitative one in terms of the strategy type, and the grounded theory was used in terms of the research method. The participants in this work included the knowledgeable people, managers, coaches and athletes, psychologists, sociologists, and sports science professors who were familiar with the issue of corruption, and 18 people were selected non-randomly and by snowballs. The research tool was semi-structured interviews; before the interviews and at the first stage of the work, by studying the research background and collecting the library information, some existing cases were identified. After the interviews, the findings were analyzed using the contextual method. In this way, after conducting and editing the interviews, different views were coded and classified in the same conceptual groups and then analyzed qualitatively.
Result and Conclusion
The results obtained showed that the legal, economic, public pressure, prejudice, athlete morale, control, professionalism, and social and sports nature were among the factors associated with match-fixing. The strategies including the financial management reform, education, transparency, structuring, and social organization were also identified. The strategies could be examined at three levels: individual, organizational, and extra-organizational. At the extra-organizational level, the social organizing strategies were considered; at the organizational level, education, transparency, financial management, and structuring; and finally, at the individual level, retraining could be emphasized. An athlete or professional coach should first help reduce deviant situations in the sport by promoting the ethical professionalism. Also the structure of sports clubs and leagues should limit the possibility and opportunity of collusion by creating the transparent financial structures and emergence of the Islamic and Iranian cultures.
Abstract
Summary
The present work was conducted in order to develop a succession model based on the grounded theory approach in the country's general departments of sports and youth. This study was a fundamental one in terms of its purpose and exploratory regarding the data collection by applying the grounded ...
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Summary
The present work was conducted in order to develop a succession model based on the grounded theory approach in the country's general departments of sports and youth. This study was a fundamental one in terms of its purpose and exploratory regarding the data collection by applying the grounded theory of Strauss and Corbin. The participants include the professors of sports management and managers of the country's general departments of sports and youth. The data collection tool was a semi-structured interview. The collected data were analyzed using an open, axial, and selective coding. Then the final model was is extracted. From a total of 201 conceptual codes and 26 categories, the paradigm model of the research work was developed based on the central phenomenon, causal conditions, necessary contexts, intervening variables, strategies, and consequences of succession. The results obtained indicate that the professional values and organizational dynamism, by providing the structural, legal, and strategic contexts, could pave the way for the development of a succession system. In this regard, by evaluating the performance, knowledge enhancement, personal development plan, and job and employee tailoring, we can expect such things as a sustainable human resource development, increased employee commitment, and organizational productivity. By emphasizing on the personal and professional growth of the employees and formulating programs for the sustainable development of human resources, the establishment of a succession system will lead to success.
Introduction
Due to the insufficient attention given to the human resource infrastructure in sports organizations, and also the poor planning for the establishment, maintenance, and development of a succession system, the present work was conducted in order to develop a succession model based on the grounded theory approach in the country's general departments of sports and youth.
Methodology and Approach
The present work was a fundamental one in terms of its purpose and exploratory regarding the data collection by applying the grounded theory of Strauss and Corbin. The participants included the professors of sports management and managers of the country's general departments of sports and youth. Accordingly, the purposive theoretical sampling with the snowball technique was employed in this work based on the theoretical saturation criterion. The data collection tool was a semi-structured interview. The collected data was analyzed using an open, axial, and selective coding; then the final model was extracted.
Results and Conclusions
From a total of 201 conceptual codes and 26 categories, the paradigm model of the research work was developed based on the central phenomenon (meritocracy and talent development), causal conditions (personal and professional requirements and values, and organizational intelligence and dynamism), necessary contexts (structural, legal and strategic communication and networking), intervening variables (lack of job security, large gap in existing and desirable competencies, inadequate structure of political power, late efficiency of succession process, poor management and inadequate communication culture, commitment and responsibility of managers and employees, and justice oriented), strategy (performance and capability assessment, educational and knowledge development, knowledge creation and educational development, codification of personal growth and development, matching jobs and employees and job development), and consequences of succession (restrictions on succession fall into 6 categories: lack of job security, large gap between existing and desirable competencies, inadequate structure of political power, late efficiency of the succession process, poor management, and inadequate communication culture and in contrast to the inhibitors, the facilitator conditions were included, which included the commitment and responsibility of the managers and employees and justice oriented). In the presented pattern, the performance and capabilities assessment, educational and knowledge development, codification of personal growth and development, matching jobs and employees, and job development were identified as the mechanisms for establishing succession breeding.
Abstract
Objective: The purpose of the current research work was to identify the strategies and consequences of utilizing the appropriate human resources in physical education institutions of universities.
Methodology: In order to achieve this goal, the qualitative methodology and the research method of grounded ...
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Objective: The purpose of the current research work was to identify the strategies and consequences of utilizing the appropriate human resources in physical education institutions of universities.
Methodology: In order to achieve this goal, the qualitative methodology and the research method of grounded theory were used, and in terms of purpose, it was an applied research. The research population included the physical education elites in college sports (including the senior executives from the physical education offices of the universities and experts from the Ministry of Sports and Youth), and the samples were taken theoretically and snowball. The data collection tool was a semi-structured interview, and the data from the interviews was analyzed and coded in a context-based way.
Results: The results of the grouping of codes represented 9 main categories, 46 sub-categories, and 58 concepts that were presented in the form of a paradigmatic model including the strategies (strategic thinking, organizational transformation, and organizational innovation). The consequences, i.e. development of organization culture, organizational development, productivity, development Social, environmental category, and strategic thinking, emerged in college sports organizations.
Conclusion: Considering the range of audiences and clients of college sports that include students, staff, and professors as well as the attractive and alternative options for the existing college sports, if the custodians of college sports can not provide (via relying on human resource competencies and implementing strategies such as strategic thinking, organizational transformation, and organizational innovation) a field for the development of organizational culture, organizational development, productivity, and social development, the development of ideological thinking and focus on the environmental issues will not be able to satisfy the consumers. Therefore, it is recommended that the top managers of college sports carry out the planned plans in order to identify and implement the necessary competencies for college sports staff and to recruit human resources based on competencies.
Abstract
Objectives: The purpose of this work was to investigate the effect of the strategic human resource management practices on the organizational performance with the role of mediator of organizational innovation among the experts of the Ministry of Sports and Youth.
Methodology: This research ...
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Objectives: The purpose of this work was to investigate the effect of the strategic human resource management practices on the organizational performance with the role of mediator of organizational innovation among the experts of the Ministry of Sports and Youth.
Methodology: This research work was purposeful, and in terms of collecting data, a descriptive research component and a correlation research project of structural equation modeling. The statistical population of the study consisted of all the experts of the Ministry of Sports and Youth. 218 people were selected by the simple random sampling method. The data was collected from three questionnaires including Chen and Hang Strategic Management Strategies (2009), Ahmadi's organizational performance (1392), and organizational innovation of Shoham et al. (2012). The validity of the questions was confirmed by the opinions of the sports management professors and confirmatory factor analysis. In order to test the model and research hypothesis, the structural equation method was used using the Lisrel software.
Results: The results obtained from this research work showed that strategic human resource management practices on organizational performance with coefficient (0.44), strategic human resource management practices on organizational innovation with coefficient (0.77), and organizational innovation with the coefficient (0.58) had significant effects on the organizational performance. The results of the structural equations were also confirmed by the mediating role of the organizational innovation variable in the research community.
Conclusion
In order to be able to improve the organizational performance, it is necessary to pay attention to the strategic management of human resources and its components and to utilize them to empower human resources and encourage creativity and innovation in the organization in order to be able to withstand rapid changes. The rapid advances in science and technology, and the phenomenon of globalization, will eventually succeed.
