Marziyeh Dehghanizadeh; Heidar Hosseini
Abstract
Objective: Deviant behaviors of employees such as bullying at workplace have many negative consequences for employees, groups and organizations; Therefore, purpose of present study is to investigate role of servant leadership and resonant leadership to reduce employees' perceived bullying, considering ...
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Objective: Deviant behaviors of employees such as bullying at workplace have many negative consequences for employees, groups and organizations; Therefore, purpose of present study is to investigate role of servant leadership and resonant leadership to reduce employees' perceived bullying, considering effect of organizational compassion and employees' social cynicism beliefs in General Directorate of Sports and Youth of Yazd Province.
Methodology: The current research was applied in terms of purpose and descriptive-survey in terms of data collection. statistical population of present study was all employees of General Directorate of Sports and Youth of Yazd Province (150 people), that sample size of which is 110 people, who were selected by simple random method. data collection tool was standard questionnaires including servant leadership and social cynicism beliefs of Ahmad et al. (2022); resonant leadership of Ali and Kashif (2020); Organizational compassion of Koon (2022); employees' perceived bullying questionnaire was Lu et al. (2022) and analysis method used, structural equation modeling technique.
Results:The findings of research showed that organizational compassion has a mediating role in impact of servant leadership on bullying at workplace, and organizational compassion has a mediating role in impact of resonant leadership on bullying at workplace, but social cynicism beliefs of employees not have a moderating role in impact of organizational compassion on bullying at workplace.
Conclusion: According to the results of research, it is possible to reduce consequences of bullying at workplace with approach of positive business ethics such as servant leadership style, resonant leadership style and organizational compassion.
fatemeh rezapour; mehrdad moharramzadeh; nasrin azizian kohan; abas naghizadeh-baghi
Abstract
Objective: The purpose of this study was to design a talent management model for the merit-based selection of managers in sports organizations.
Methodology: The research work employed a qualitative methodology based on grounded theory, and data was collected through semi-structured interviews. Data ...
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Objective: The purpose of this study was to design a talent management model for the merit-based selection of managers in sports organizations.
Methodology: The research work employed a qualitative methodology based on grounded theory, and data was collected through semi-structured interviews. Data analysis was conducted using the Glazer's (1992) method. The study participants were 15 professors from the sports management faculty with managerial experience in sports organizations. The sampling continued until theoretical saturation was achieved.
Results: The results of the study showed that after a step-by-step coding process, 134 final codes were obtained, which were grouped into 12 sub-categories and 2 main categories: competencies of sports managers and talent management process of sports managers. The findings revealed that by taking into account the competencies of sports managers (managerial, specialized, political, functional, professional, ethical, and communication skills) and the talent management process of sports managers (organizational platforms, prerequisites, talent identification and attraction, education and training, and retention and maintenance), a talent management model for the merit-based selection of managers in sports organizations can be developed.
Conclusion: The research findings indicate that the talent management system enables the organization to effectively recruit and attract sports managers with strong managerial skills. These results can contribute to improving the meritocracy of sports management and enhancing their overall performance.
Meghdad Teymouri; Hassan Daneshmandi; Ali Shamsi Majelan
Abstract
Objective: By reason of higher expenditure on getting a medal at Paralympic games, an efficient method for utilizing resources on finding optimum talent identification and development (TID) system was always at scientific researches. To reach these purposes, the aim of this study was to validate physical ...
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Objective: By reason of higher expenditure on getting a medal at Paralympic games, an efficient method for utilizing resources on finding optimum talent identification and development (TID) system was always at scientific researches. To reach these purposes, the aim of this study was to validate physical fitness and anthropometric questionnaire for TID battery test of sitting throwers. Methodology: This study was standardizing descriptive design. 98 Iranian seated athletes (52 males and 46 female) filled out our questionnaire with 65 questions covered physical fitness (37 items) and anthropometrical (28 items) parts. Confirmatory factor analysis and Cronbach's Alpha were employed to evaluate the validity and reliability of this questionnaire. One sample T test was also used to check participation opinions about our questionnaire.
Results: Our results showed that the questionnaire was valid (1.96 < T-value < -1.96) and reliable (Cronbach's Alpha > 0.7). Analysis also resulted that Paralympic athlete scores of physical fitness and anthropometric tests were higher than the desirable level.
Conclusion: Our findings with the purpose of reducing TID expenditure have implication in optimum identification and efficient selection of elite sitting throwers for administrators and managers of Paralympic sitting throwing events.
Abstract
Objective: The purpose of this work was to identify the factors affecting the talent management of Iranian football.Methodology: The research method was qualitative and grounded theory. Data collection was performed using library studies, as well as in-depth and semi-structured interviews with experts. ...
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Objective: The purpose of this work was to identify the factors affecting the talent management of Iranian football.Methodology: The research method was qualitative and grounded theory. Data collection was performed using library studies, as well as in-depth and semi-structured interviews with experts. The participants of the study consisted of all football talent management experts in the three fields of scientific, managerial, and executive who had a complete knowledge on the subject of the research work, and the sampling method was purposeful. Interviews with the experts continued until theoretical saturation was reached (21 interviews with 19 experts). The research findings were analyzed through a coding process in three stages: open, axial, and selective.Results: In total, 46 causal influencing factors were identified in the form of four sub-categories (components) and in two general categories (concept), expert manpower and structural-facilitative factors. Also 52 contextual influencing factors were placed in the form of seven sub-categories (components) and in three general categories (concept), scientific-research factors, environmental factors, and individual contextual factors. Finally, in the group of intervening factors, a total of 24 influencing factors in the form of 4 categories (process, causal, contextual, and strategies) were categorized.Conclusion: Creating the necessary platforms, especially strengthening the scientific and research field and the precise conceptualization of talent and talent management, paying attention to other effective individual characteristics, especially specific values, moral character, and lifestyle, preparing suitable conditions in the cultural, political, legal, economic environment, creating appropriate structures and formulating and implementing a strategic plan, financing, and facilities, and especially investing in coaches and managers, along with controlling the interfering factors, are effective and necessary for the talent management of Iranian football.
Abstract
Purpose: The current research work was conducted with the aim of the influence of leadership styles on the attitude of the managers of sports boards towards change with the mediating role of ethical intelligence.Methodology: The method used in this research work was based on the field implementation ...
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Purpose: The current research work was conducted with the aim of the influence of leadership styles on the attitude of the managers of sports boards towards change with the mediating role of ethical intelligence.Methodology: The method used in this research work was based on the field implementation and correlation type, and specifically based on the structural equation model. The statistical population of this research work included all the managers of the sports boards of Alborz province (336 people), according to the Morgan's table; the number of statistical samples was equal to 179 people, who were selected randomly among the statistical population. To collect the data, three standard questionnaires were used, Hersey and Blanchard's leadership style (1999), and Jung's attitude towards change (2004), and to check ethical intelligence, the Link and Keel's (2011) standard questionnaire was used, and the reliability and validity of all variables has also been approved, and in the statistical method used, the data was analyzed using structural equations.Findings: The results showed that there is a causal relationship between the leadership style, the attitude towards change, and the moral intelligence of the managers of sports teams in the Alborz province. On the other hand, moral intelligence also has an effect on the attitude towards the change of managers of the organization. Then the results of the test showed that ethical intelligence mediates the relationship between leadership style and attitude towards change of managers.Conclusion: The research results showed that leadership is one of the important factors in creating positive changes in organizations. Also the type of leadership style is an essential component for successful change in the organization in order to face the competition and progress in sports teams. By connecting ethics with leadership, we realized that ethics is all about the identity of the leader and the role of the leader, so it is suggested that by empowering the leadership, encouraging and motivating people to create new ideas, the attitude of managers towards change should be developed, and with simultaneous application appropriate leadership style and promotion of ethical intelligence can improve the attitude towards change in managers.
Karim Zohrevandian; Esfandiar Khosravizadeh; Ehsan Shakeri
Abstract
Summary
The present work was done to investigate the role of talent management in maintaining the players of football clubs in the Isfahan province. The results obtained showed that talent management has a positive and significant effect on the dimensions of maintenance of the players. Talent management ...
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Summary
The present work was done to investigate the role of talent management in maintaining the players of football clubs in the Isfahan province. The results obtained showed that talent management has a positive and significant effect on the dimensions of maintenance of the players. Talent management has a positive and significant effect on not leaving the club, job stability and security, and not empting the team key positions. Given the role of talent management in retaining the players in football clubs, it can be said that the club managers must consider careful planning to manage talent at all levels in order to retain talent in their club, and prevent them from leaving, and improve the club's performance.
Introduction
Human resources are the most valuable resources of an organization; the productivity of any organization depends on their activities, and their effective management is necessary to achieve the goals of the organization (1). Football clubs also act as an organization whose human resources include the players, coaches, and club staff. Attracting and retaining the capable players in the club plays a very important role in the success of football clubs (2). In this regard, talent management and talent development saves time, human, and financial resources (3). Therefore, it can be said that talent management in professional football is very important in the success of clubs. On the other hand, organizations that are unable to design and apply appropriate methods and measures for the longevity of their talents will inevitably have to witness their departure from the organization, which always imposes high costs on the organization (4). Football clubs, as an organization where the players and coaches are considered as the employees are no exception to this rule. Many times, we see the issue that the players leave their club and join other clubs, which causes many difficulties for the club to replace these players. In order to avoid this problem, clubs should always seek to keep their players. Therefore, the purpose of this research work was to investigate the effect of talent management on the three main factors in the retention of football players in the Isfahan province, i.e. not leaving vacant team positions, stability and job security, and not leaving the club on behalf of the players and coaches.
Methodology and Approach
In terms of purpose, the current research work was applied, and in terms of data collection, it was descriptive-correlational. The study population was all the players and coaches of football clubs in the Isfahan province (800 people) who were present in the national and provincial leagues, and the sampling in this research work was stratified-relative method (N = 200). The data was collected by the Talent Management Questionnaire of Nikpoor (2017) and Maintenance Questionnaire of Ghosi et al. (2015). The face and content validity of the questionnaire was confirmed by 10 experts, and the reliability was confirmed by Cronbach's alpha. For analyzing the data, the SPSS software (version 16) was used to prepare the data and descriptive statistics, and to test the model, the partial least squares method of structural equation modeling was used with the Smart PLS (version 3) software.
Results and Conclusion
Descriptive results showed that 23.9% of the sample (184 people) were women and 76.1% were men. The average of talent management was 3.146, the average of not leaving the club was 3.745, the average of not leaving vacancies was 3.086, and the average of job stability was 3.176. In order to fit the structural model, path coefficients and significant numbers of t, determination coefficient index, Stone- Geisser Q2 index were used, and the determination coefficient values showed that talent management explained about 19% of the variance of not leaving the club but in other parts, the average determination coefficient was higher than the average (0.33). The Stone-Geisser Criterion (Q2) also showed that the structural model was of good quality, and all the T value were greater than 2.58, which meant that all the specified paths had a confidence level of 99% and the appropriateness of the structural model. Talent management with a path coefficient of 0.559 was able to predict 0.313 of the total variance of not empting team key positions. Also, talent management with a path coefficient of 0.435 was able to predict 0.189 of the total variance of not leaving the club; and finally, talent management with a path coefficient of 0.619 could predict 0.384 of the total variance of job stability. The goodness of fit index (GOF) was equal to 0.41, which indicated the good fit of the overall model. According to the results of this research work, through the accurate implementation of talent management, club managers can ensure that, through the creation of a talent fund, they always have high-quality and technical players available, and in this way, save the maximum amount of money spent on buying the players for different positions. The point that the research work emphasizes is that by using talent management and by identifying talented players and placing people in the succession process, it is possible to help improve the performance of the club in terms of technical and financial results.
Abstract
Summary
The purpose of this work was to investigate the effect of talent management on the innovative performance with the mediating role of resilience skills in the General Directorate of Sports and Youth of Fars Province. The statistical population of this work was 150 employees of the General ...
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Summary
The purpose of this work was to investigate the effect of talent management on the innovative performance with the mediating role of resilience skills in the General Directorate of Sports and Youth of Fars Province. The statistical population of this work was 150 employees of the General Department of Sports and Youth of the Fars Province. The results obtained showed that the effect of talent management on the innovative performance with the mediating role of resilience skills in the General Directorate of Sports and Youth of the Fars Province was positive and significant. Therefore, strengthening talent management by the managers will lead to an increased employee innovation and an improved organizational performance.
Introduction
Due to the introduction of the concept of talent management, which in the recent years has been considered by many researchers and scientists in various fields, especially the experts in sports management and management, the use of talents and skills of the members of the organization is very effective. In other words, applying the talent management processes in sports organizations prevents the loss and wastage of the employees' talents and skills, and guides them in line with the goals and mission of the organization. On the other hand, it seems that creating resilience skills for the sustainability and growth of sports organizations is more evident than before, which can be achieved by an efficient use and management of the talented force of the organization despite the lack of other resources (1).
Methodology and Approach
This research work was applied in terms of purpose, and descriptive-correlation in terms of method, and was done as a survey. The statistical population of this work was 150 employees of the General Department of Sports and Youth of the Fars Province. The measurement tools of this research work included the Talent Management Questionnaire (Ahmadi et al., 2012), Resilience Skills Questionnaire (Connor and Davidson, 2003), and Innovative Performance Questionnaire (Eskandarzadeh et al., 2015) (2-4), which were evaluated based on a five-point Likert scale. In order to confirm the validity of the measuring instrument, the content validity, structural validity, and convergent validity were examined. In the content validity review, the opinions of 10 experts in the field of sports management were applied. The confirmatory factor analysis was used in order to evaluate the validity of the structure. The convergent validity was also confirmed by the Smart PLS software (version 3). In order to determine the reliability of the questionnaire used in this work, the Cronbach's alpha criterion and the composite reliability coefficient were used. In this work, descriptive statistics (frequency, frequency percentage, mean and standard deviation and tables) were used in order to organize, summarize, classify raw scores, and describe sample sizes. Also in order to determine the relationship and predict the share and role of the external latent variables in the internal latent variables, the structural equation modeling method with a partial least squares approach was used. In this regard, the SPSS software (version 22) and Smart PLS (version 3) were used.
Results and Conclusion
The results obtained showed that the resilience skills played a minor mediating role between the talent management and the innovative performance in the General Directorate of Sports and Youth of the Fars Province. Considering the impact of talent management on the innovative performance and mediation resilience skills in the General Directorate of Sports and Youth of the Fars Province, it should be said that all organizations require new and innovative ideas for their survival. Innovation can be considered as an organizational change to respond to or influence the external environment. However, it should be noted that talent management is one of the most important factors of production, and a determining factor in innovation. Thus in this way, the opportunities can be provided for the people to show that they can create good ideas and put them into practice. Talent management can easily encourage the people to play a more active role in their work, and go so far as to take responsibility for improving their activities, and ultimately, to the point where they can make key decisions without going to a higher authority. In order to succeed in a complex and increasingly competitive world, it is not enough to have talent and creativity but also to be resilient. Resilience is a kind of resilience of people in the face of environmental problems. Based on the theoretical foundations, it is likely that the resilience skills will be applied to those who are at risk but not disturbed. Therefore, it may be concluded that exposure to risk is a necessary condition of vulnerability but it is not a sufficient condition. According to the results of the present work, the sports organizations can increase the innovative performance of the employees by increasing their resilience. On the other hand, having high resilience skills allows people to use the health problem-solving methods to deal with the problems. When there is a problem with their job, these people try to resist and not give in quickly and overcome the problems with prudence and patience. In fact, for these people, fighting the problems is more of an opportunity than a threat, and this increases innovation in their performance. Finally, according to the results obtained, it is suggested that the managers in the sports offices and organizations, using talented people and forming a think tank to achieve better results, implement a merit-based system in the organization and create an environment for educating people. Pursue their resilience-related skills in line with the organization's innovative and thriving practice because benefiting from talented, resilient, and creative people at the same time can strengthen and make the organization more competitive.
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
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.
