Abstract
Objective: The purpose of this work was modeling the effects of human resource management policies and their outcomes on the organizational performance.
Methodology: The research method was of descriptive-correlation type. The statistical population was 466 experts in the Ministry of Sports and Youth. ...
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Objective: The purpose of this work was modeling the effects of human resource management policies and their outcomes on the organizational performance.
Methodology: The research method was of descriptive-correlation type. The statistical population was 466 experts in the Ministry of Sports and Youth. Using the krejcie-Morgan table, the sample size was determined to be 214. However, 320 questionnaires were distributed. From the 312 cases returned, 294 questionnaires were suitable, which were considered as the sample size. The research instrument included the basic demographic information, standardized by the researchers. The content validity of the questionnaires was confirmed by the sport management professors, and their reliability was calculated using the Cronbach's alpha coefficient. In order to identify the dimensions of the variables and construct their validity, the confirmatory and exploratory factor analysis was used. The data analysis was performed by the Pearson correlation, multiple regression, factor analysis, path analysis, and structural equation modeling techniques with the SPSS and LISREL softwares.
Results: The results of the exploratory factor analysis showed five dimensions for the human resource management policies, four dimensions for the human resource management outcomes, and two dimensions for the organizational performance. The confirmatory factor analysis results indicated that the items had alignment with the theoretical construction. The results of testing model indicated that it had good fit in target population. Path analysis showed that organizational performance was influenced by the human resource management policies, directly and indirectly. The human resource management policies had a greater coefficient effect on the organizational performance compared with the human resource management outcomes.
Conclusion: It is suggested that the organizations providie those requirements that affect favorable attitudes promoting organizational performance and adopt human resource management policies that are fit together and support each other based on the dimentions of the proposed research model.
Abstract
Objective: The aim of the present work was to study the role of organizational justice in the psychological empowerment of employees in the Sport and Youth offices in the Ilam Province.
Methodology: The research method was of a correlative-descriptive type. All employees of the Ilam Sport and Youth ...
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Objective: The aim of the present work was to study the role of organizational justice in the psychological empowerment of employees in the Sport and Youth offices in the Ilam Province.
Methodology: The research method was of a correlative-descriptive type. All employees of the Ilam Sport and Youth offices (N = 175) with a sample population of 120 people were selected as the statistical sample based on the Morgan sampling table. In this work, the Neihoff & Moorman’s (1993) organizational justice questionnaire consisting of 20 items in three sub-scales and the Spreitzer’s (1995) psychological empowerment questionnaire consisting of 22 items in five sub-scales were applied. The structural equation modeling and Pearson's correlation coefficient methods with the Lisrel and SPSS softwares, respectively, were used to analyze the data.
Results: The results obtained for the path analysis show that the organizational justice (t = 3.93) and it’s interactional (t = 3.89) and procedural (t = 3.79) dimensions have significant effects on the psychological empowerment of employees but the distributional justice has no significant effect on the employees’ psychological empowerment. Overall, the organizational justice was estimated to be about 30% of employees’ psychological empowerment variances.
Conclusion: With a proper recognition of the effect of the organizational justice dimensions on the psychological empowerment, the managers can do proper measures to develop the sense of justice in organizations. According to the findings of this work, it can be concluded that the strategies that develop interactional and procedural justice can lead to the psychological empowerment of the employees of the Sport and Youth offices.
Abstract
Objective: In today's world, i.e. the organizational world, with the creation of spirituality at work, employees tend to struggle and associate more with the organizational goals and missions. The purpose of this work was to analyze the role of the authentic leadership style components in staff’s ...
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Objective: In today's world, i.e. the organizational world, with the creation of spirituality at work, employees tend to struggle and associate more with the organizational goals and missions. The purpose of this work was to analyze the role of the authentic leadership style components in staff’s spirituality at work in Sports and Youth offices in the Kermanshah Province.
Methodology: The methodology of this work was of descriptive-survey type. The studied population (228 people) consisted of all the staff of the Sports and Youth offices in the Kermanshah Province. The sample was determined based on the Kerejci & Morgan table comprising 163 people, and determined by cluster random sampling. In order to collecting the data, two standard questionnaires were used, authentic leadership of Avolio (2007) and spirituality at work of Milliman et al. (2003). The combined reliability and the convergence and divergence validity of the questionnaires were assessed and confirmed. For data analysis, the structural equation modeling and the path analysis were used with the PLS software.
Results: The results obtained show that ethical aspect, self-awareness, balanced processing, and transparency relationships at work influence the spirituality at work of staff with the significant coefficients 2.20, 3.33, 2, and 7.54, respectively.
Conclusion: The Sports and Youth office managers should importantly have a special attention to authentic leadership, especially transparency in relationship component, in order to create spirituality at work and see the blossoming of employees in a safe work space and provide grounds for improving the organizational performance.
Abstract
Objective: The purpose of the present research work was the conceptual and theoretical development of sport participation with a modeling approach in the Guilan Province sports.
Methodology: The methodology of this work was of experimental-survey type, in which 154 executive experts and scholars of ...
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Objective: The purpose of the present research work was the conceptual and theoretical development of sport participation with a modeling approach in the Guilan Province sports.
Methodology: The methodology of this work was of experimental-survey type, in which 154 executive experts and scholars of the sports-for-all field in the Guilan Province were intentionally involved. The instruments of the work involved a secondary research work, interviews, and questionnaires. The main instrument of the researcher-made questionnaire was the research variables in the 5th option Likert scale. The validity of the questionnaires was evaluated by experts (12 people) and factor analysis (fitness index), and its reliability was evaluated using the Cronbach's alpha coefficient (0.90). The qualitative and quantitative results obtained were modeled in the structural, systematic, and behavioral approaches.
Results: Based on the results obtained, the structural model of the work had a favorable fit. Based on the path analysis, the perimeter on the individual (0.673), environment on the management (0.739), environment on the service (0.672), managerial on the individual (0.714), management on the service (0.946), and services were on an individual (0.871). The management, service, and environmental factors had the most impact on the individual level (moderation to participation), respectively.
Conclusion: By interpreting the findings, it can be said that for the development of sport participation, the individual components involved are decisive. Therefore, the environmental orientation, management operations, and service quality must ultimately increase the demand and the continuity of sport participation by reinforcing the individual variables.
Abstract
Objective: The purpose of the present work was to study the effects of organizational factors on work alienation among the employers of the Sport and Youth offices in the Golestan Province.
Methodology: The present work was a descriptive research of correlational type, and it was carried out as a field ...
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Objective: The purpose of the present work was to study the effects of organizational factors on work alienation among the employers of the Sport and Youth offices in the Golestan Province.
Methodology: The present work was a descriptive research of correlational type, and it was carried out as a field study. The studied population consisted of all the employers of the Sport and Youth offices in the Golestan Province, and was equal to 220 persons. For the studied sample, 141 persons were selected based on the Cochran formula and the stratified sampling. In order to collect the data, the questionnaires of Nair & Vohra’s (2010) organizational factors and Shantz et al. (2015) work alienation were used. Furthermore, in order to analyze the data and identify the effects of the research variables involved, the structural equation modeling using the PLS software was studied.
Results: The results obtained indicate that the organizational structure was effective on the work alienation of the employers of the Sport and Youth offices in the Golestan Province (t = 4.29, β = -0.57). The effects of the nature of work (t = 1.45, β = 0.20), work relations (t = 0.37, β = 0.04), and perception of justice (t = 0.13, β = 0.01) on the employers’ work alienation were not significant.
Conclusion: With respect to the present study, it can be concluded that among the organizational factors involved, the organizational structure can lead to the employers’ work alienation. Therefore, it can be suggested that the managers of the Sport and Youth offices in the Golestan Province can change their organizational structure in order to decrease the work alienation of their employers.
Abstract
Objective: The purpose of this study was to study the factors affecting the organization agility in the Youth and Sport office in the Mazandaran Province by the structural equation model methodology.
Methodology: This research work was descriptive with a correlation analysis based on the structural ...
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Objective: The purpose of this study was to study the factors affecting the organization agility in the Youth and Sport office in the Mazandaran Province by the structural equation model methodology.
Methodology: This research work was descriptive with a correlation analysis based on the structural equation model. The statistical society in this work included all the managers, assistants, experts, and employees (n = 250) in the Youth and Sport office in the Mazandaran Province. Considering the small number of statistical society, the number of samples were equal to the number of the statistical society. A researcher-made questionnaire was used to collect information. The reliability of the questionnaires was calculated using the alpha’s Chronbach coefficient of 0.96. In order to analyze the data, the descriptive and inferential statistics tests were applied (first order confirmatory factor analysis, second order confirmatory factor analysis, path analysis).
Results: Based on the path analysis model, there was a meaningful relationship between the Oragation agility and the organizational factors, strategic factors, and human factors. Meanwhile, no meaningful relationship was seen between the organization agility and the technological factors.
Conclusion: According to the findings of this work, the managers of the Youth and Sport office in the Mazandaran Province are able to increase its agility capacities with the generation of new strategies and improvement of the sub-structures including the reflexive organizational structure, devolution, effective training of personnel, quick replication, quick devotion of resources, strategic vision, quality improvement, cost offering to customers, risk management capacity, personnel involvement, authoritative staffs with diverse proficiencies, and reflexive personnel.
Abstract
Objective: The aim of this work was to construct and validate the instrument of competency of sport organization managers.
Methodology: The present work was a functional survey, and was done as a field study. The statistic population was the sport management experts including the sport manager experts, ...
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Objective: The aim of this work was to construct and validate the instrument of competency of sport organization managers.
Methodology: The present work was a functional survey, and was done as a field study. The statistic population was the sport management experts including the sport manager experts, sociology experts, and sport organization managers. The whole statistic society was not available, so a number of 384 questionnaires were distributed via the convenience sampling method, and 342 questionnaires were used for analysis. The instrument was a Bejani (2018) dissertation questionnaire with 7 components and 24 items, and its content and face reliability were confirmed by a group of sport management experts. The structural equational factor analysis was used for validation of the instrument.
Results: The constructed reliability of the questionnaire was approved by the structural equation. The path coefficients of sport organizations managers’ competency with the components of technical ability, scientific ability, personal ability, perceptional-emotional ability, relation management, globalization ability, and competitive ability were 0.84, 0.81, 0.85, 0.83, 0.89, 0.82, and 0.81, respectively. The statistical amount (t) for all of the seven components was ±2.56. Accordingly, all the components had a high foreseeing power on the sport organizations. Due to the good amount of GOF (0.68) considering the whole goodness of the model, the measuring quality of the model was desirable.
Conclusion: It would be useful to use the competency instrument as an instrument within different levels in sport organization such as employment, education, and evaluation of managers. It is noticeable that the model of manger competencies is not a constant issue, and it is a matter of change through different times and environments.
Abstract
Objective: The purpose of this study was to investigate the role of university education in the productivity of the employees of the Ministry of Sports and Youth.
Methodology: The research method used was descriptive-correlational. The statistical population was all employees of the Ministry of Sports ...
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Objective: The purpose of this study was to investigate the role of university education in the productivity of the employees of the Ministry of Sports and Youth.
Methodology: The research method used was descriptive-correlational. The statistical population was all employees of the Ministry of Sports and Youth (N = 900). According to the minimum sample size of Krejcie and Morgan, 450 employees were selected by the simple random sampling method, and finally, 398 questionable questionnaires were analyzed. In order to investigate the objectives of this research work, the Hersey and Goldsmith Manpower Productivity Questionnaire and Gold Smith (1980) were used. Ten experts in the field of sport management were used to confirm the formal validity and content of the questionnaires, the reliability of the questionnaires was tested with a pilot study on 30 members of the research community, and the Cronbach's alpha coefficient was 0.91. The Kolmogorov-Smirnov test, single-sample t-test, independent t-test, and structural equations were used to analyze the data.
Results: The results obtained from this research work showed that university education had a significant role in the productivity (t = 15.19, p = 0.01) of the staff of the Ministry of Sports and Youth. These results also showed that there was a significant difference between the productivity of the employees of the Ministry of Sports and Youth on the basis of gender and education so that the productivity of the employees with non-educational athletic education was higher than that for the employees with sport science education.
Conclusion: It can be argued that sport science colleges should be well-versed in the education and training curriculum, and that the Ministry of Sports and Youth should review their recruitment and employment indicators.
Abstract
Objective: The aim of the present study was to investigate the role of workplace spirituality and family functioning in the prediction of work life quality among the Sport and Youth Ministry employees.
Methodology: The research method used was of descriptive-correlation type. The statistical population ...
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Objective: The aim of the present study was to investigate the role of workplace spirituality and family functioning in the prediction of work life quality among the Sport and Youth Ministry employees.
Methodology: The research method used was of descriptive-correlation type. The statistical population was all the Sport and Youth Ministry employees working in the year 1396. Out of this population, a total of 210 employees were selected via convenience sampling. The data was collected using the family assessment device (Epstein et al., 1983), workplace spirituality questionnaire (Milliman et al., 2003), and quality of work life questionnaire (Walton, 1973), and was then analyzed by the Pierson correlation coefficient and the structural equation model.
Results: The results obtained showed that there was a positive significant relationship between the family functionings with a work life quality of P = 0.002. There is a positive significant relationship between the workplace spiritualities with a work life quality of P = 0.003. Also the result of the structural equation model show that the determination coefficient of family functioning and workplace spirituality explain 51% of the variance of work-life quality.
Conclusion: Reinforcement of spiritual values in the work place and healthy family functioning have an important role in improving the quality of work life among employees.
Abstract
Objectives: The main purpose of this study was to investigate the effect of green human resource management on the organizational sustainability in the General Administration of Youth and Sports of the North Khorasan Province.
Methodology: This study was practical in terms of purpose, descriptive ...
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Objectives: The main purpose of this study was to investigate the effect of green human resource management on the organizational sustainability in the General Administration of Youth and Sports of the North Khorasan Province.
Methodology: This study was practical in terms of purpose, descriptive in terms of nature, and survey in terms of method. The structural equation modeling technique was applied to assess the causal relationships among the considered variables. The statistical society of this study was all the employees of the General Administration of Youth and Sports of the North Khorasan Province. The research data was gathered using standard questionnaires after confirming their validity and reliability of the content, and distribution between the research samples. The statistical data analysis was done using the statistical analysis softwares including SPSS (version 23) and Smart PLS.
Results: The results obtained indicated that the conducted activities of the organization were well-aligned with the standards of green human resource management by 63%, while the return awareness of green human resource standards was less than the obtained average number. According to the results of the structural equation, the green human resource standards had a significant impact on the sustainability by 0.89 in the case study. According to the findings obtained, awareness of green human resources is weaker than the rest of the considered dimensions, while this item has the greatest impact on the sustainability according to the results of the structural model by 0.58.
Conclusion: It is suggested that the considered organization consider the training courses and a proper notification regarding green human resources, trying to promote awareness. The condition of green human resource activities is appropriate, thus it is suggested to be diligent in continuing activities.
