Authors
1 Ph.D. student of faculty of sport sciences at University of Mazandaran. Babolsar. Iran
2 Associate Professor of Sport Management, Faculty of Sport Sciences, University of Mazandaran, Babolsar, Iran
3 Professor of Sport Management, Faculty of Sport Sciences, University of Mazandaran, Babolsar, Iran
Abstract
Purpose: The selection criteria of the interviewees is to have postgraduate education in the field of sports management and human resources, as well as executive and teaching experience. To select the samples, the purposeful sampling method and the snowball method were used. The interviews reached theoretical saturation in the 15th person, but continued until the 17th person for more certainty. MAXQDA software was used for coding and the final model was designed. To calculate the reliability of the obtained data, the retest method was used, and the validity of the obtained data was based on the four judgment criteria of Lincoln and Guba (1985), including; Believability, transferability/transferability, verifiability or neutrality, and reliability or compatibility have been used. After the data analysis and preliminary review by the researcher, open, central, and selective codes were finally identified.
Findings: From the data analysis, 68 open codes, 16 core codes, and 5 selective codes include managers and employees (organization, planning, finance), referees (training, commitment, scientific), spectators (facilities, services, emotions), players (promotion). and nurturing, functional, economic), coaches (technical, expertise, support, psychological) [was obtained.
Conclusion: In the field of human resources development in basketball clubs, attention should be paid to the aspect of the management of a club, which is the main pillar, and by focusing on the correct management of human resources, they cause the waste of talents and improve the performance of employees, as well as the coach, who is the intermediary between the management and the players.
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