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
The aim of this work is to present a model of predictors of job self-efficacy for sports science graduates. 360 people selected as the sample answered the questions of the 3 questionnaires of internal factors, external factors, and job-search self-efficacy. The results obtained show that the ...
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Summary
The aim of this work is to present a model of predictors of job self-efficacy for sports science graduates. 360 people selected as the sample answered the questions of the 3 questionnaires of internal factors, external factors, and job-search self-efficacy. The results obtained show that the internal and external factors affect the job-search self-efficacy.
Introduction
Employment challenges and the issue of unemployment are not only one of the most important social issues in the country today but also by considering the rate of population growth in the last two decades, it can be considered as the most important social challenge in the next few decades.The immediate consequences of this crisis are the spread of poverty and the increase in the other social and cultural harms, which naturally endanger the social stability and cohesion.
Methodology and Approach
The research method was descriptive-correlational and applied in terms of purpose. The sample consisted of 360 people, who were selected by the simple random sampling. The measurement tool was a three-item 28-item questionnaire of internal factors that included the components of self-esteem Chang et al. (2018), tolerance of ambiguity Hazn et al. (2012), control source Kesavayuth et al. (2018), and self-presentation Hart et al. (2017).Twelve questions in the questionnaire of the external factors of Gnyawali Fogel (1994) consisted of the four components of government policies and procedures, socioeconomic conditions, financial assistance, non-financial assistance, and a questionnaire was on the ten questions of job-search self-efficacy of Salehi (2005). The content validity was confirmed by sixteen professors of the sports management. Also, the values of reliability, divergent, and convergent validity of the questionnaires were estimated. The results obtained were analyzed using the structural equations.
Results and Conclusions
The results obtained showed that most of the subjects were women and had a master degree, and most of them were between 26 and 30 years old. Also, the value of the coefficient of determination of the self-efficacy structure was 0.755, which confirmed the suitability of the structural model. Also, the internal factors with an effect factor of 0.489 and the external factors with an effect factor of 0.417 had an effect on the self-efficacy and job search for the sports science graduates. The issue of employment of the university graduates, especially sports graduates, is an important issue that affects many aspects of their lives. Creating employment for people is influenced by many factors, each of which in its own way can be decisive. The achievements of this work for the country's sports authorities includes providing the most important factors of economic and social support and the need to develop policies tailored to the personality traits of individuals in order to employ more graduates of the sports science. Therefore, the main officials and trustees of the country's sports, especially the officials of the Ministry of Sports and Youth, can provide more support for self-employment projects and formulate more financial and supportive laws and regulations taking into account the existing conditions and providing the necessary areas. Low-interest loans and elimination of cumbersome laws can provide the ground for the employment of more and more sports science graduates.
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
The aim of this work was to identify and analyze the mental patterns of the experts regarding the behavioral injuries of the Iranian swimming management system. To this end, using the Q methodology and benefiting from all the active coaches in the Premier League, veterans and elite experts, ...
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Summary
The aim of this work was to identify and analyze the mental patterns of the experts regarding the behavioral injuries of the Iranian swimming management system. To this end, using the Q methodology and benefiting from all the active coaches in the Premier League, veterans and elite experts, sports management specialists familiar with the field of swimming, sociologists, and members of the media active in swimming, the mental patterns related to the management behavioral injuries of Iranian swimming was identified in the form of six mental models of the scholars, politicians, managers, communists, ethicists, and skilled people. Considering the importance of the human capital injuries in the management sector as well as the unfavorable situation of most behavioral components in this field, the preventive measures to eliminate the shortcomings and deficiencies as well as the measures to maintain the strengths and weaknesses in the behavioral dimension seem to be necessary, and is suggested. The top managers of the Iranian Swimming Federation should identify the problems and provide the practical solutions immediately.
Introduction
With the beginning of the third millennium, the role of the human capital has become more prominent every day, and it has now been mentioned as the only factor involved in achieving success and a sustainable competitive advantage in an organization. This is especially true in the sports industry. Among the various disciplines, the sport of swimming has been mentioned to be one of the most popular Olympic disciplines for the development of national sports. The number and value of the medals in this field in the world events, especially the Olympics, has added to the importance of this popular sport. On the other hand, swimming as a social and economic phenomenon and a basic sport finds million of the fans around the world dependent on it. For this reason, considering the important and key role of the Iranian professional swimming managers and coaches as the human and intellectual capital in the development of this sport to achieve a significant success in reaching the peaks of global pride in this beautiful, popular, and foreign sport seem to be necessary. Getting out of the current situation, the pathology of the obstacles in front of these people is necessary in order to discover the obstacles and to remove them.
Methodology and Approach
In terms of purpose, the present research work was an applied one. It was an explorative one in terms of nature, it was of descriptive–survey type in terms of data collection, and it was a mixed research work due to the application of the Q methodology. By interviewing the Iranian swimming elites with research backgrounds in this field, five persons were selected as the research sample. In the section of sorting the expressions, 20 persons were selected as the research contributors among the active coaches in the premier league, ancestors and elite experts, sport management specialists familiar with swimming, sociologists, and active media in swimming. The sampling method was a combination of the objective, purposive, and snowball samplings.
Result and Conclusions
Six mental patterns were identified in the Iranian swimming management system regarding the behavioral damages in terms of priority as the knowledge-oriented, politics-oriented, management-oriented, relations-oriented, ethics-oriented, and skill-oriented individuals. In this regard, is necessary to take preventive and corrective measures in order to eliminate the defects as well as the measures to maintain the strengths, especially in the behavioral dimension.
Abstract
Summary
The purpose of the present research was to study the role of the learning‑oriented organizational climate in the job proactive behavior with the mediating role of job resilience in the physical education experts of the education departments. This is a descriptive work, which is done in a survey ...
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The purpose of the present research was to study the role of the learning‑oriented organizational climate in the job proactive behavior with the mediating role of job resilience in the physical education experts of the education departments. This is a descriptive work, which is done in a survey method. The population of study consists of all the physical education experts of the Iranian Education Departments. According to the Cochran formula, 288 experts were selected as the sample size via the stratified random sampling method. For data collection, the questionnaires of the learning-oriented organizational climate, job resilience, and job proactive behavior are used. Also, the descriptive and inferential statistics methods are used for data analysis. The results of this work indicate that the learning‑oriented organizational climate has a positive and significant effect on the physical education experts’ job resilience. Also, the effect of the learning‑oriented organizational climate on the physical education experts’ job proactive behavior is positive and significant. Another part of the research results shows that the effect of job resilience on the job proactive behavior is positive and significant. Finally, the results obtained indicate that the effect of the learning‑oriented organizational climate on the job proactive behavior of the physical education experts with the mediating role of job resilience is positive and significant.
Introduction
In the situations where the organizations face many challenges, reinforcing positive job behaviors such as proactive job behavior can increase the effectiveness of the human resources. Proactive job behavior is a behavior in which the employees, instead of waiting, watching, and receiving orders from the others, take on the task and control the tasks and work processes and initiate changes in the organization. Many organizational and individual factors such as the learning‑oriented organizational climate and job resilience skills can enhance the proactive job behavior of the employees. Having a proactive job behavior is essential for the employees of any organization and for the physical education experts who have a wide range of job tasks; having a proactive job behavior can increase their adaptability to different conditions and improve their performance.
Methodology and Approach
The research method was descriptive and survey, and the statistical population included all the employees of the physical education experts of the Iranian Education Departments; 288 experts were selected as the research sample. For data collection, the questionnaires of learning-oriented organizational climate (Putz et al., 2012), job resilience (Malik & Garg, 2017), and job proactive behavior (Parker et al., 2008) were used. In order to analyze the data and identify the effects of the research variables, the structural equation modeling Smart PLS software was used.
Results and Conclusions
The results of this work indicated that the learning-oriented organizational climate had a positive and significant effect on the physical education experts’ job resilience. Also, the effect of the learning-oriented organizational climate on the physical education experts’ job proactive behavior was positive and significant. Another part of the research results showed that the effect of job resilience on the job proactive behavior was positive and significant. Finally, the results obtained indicated that the effect of learning-oriented organizational climate on the job proactive behavior of the physical education experts with the mediating role of job resilience was positive and significant. Based on the results of the research work, it can be concluded that the learning-oriented organizational climate can have positive job outcomes such as resilience and job proactive behavior in the physical education experts.
Abstract
Summary
The purpose of this work is to investigate the role of psychological preparation in team cohesion and success of the student soccer teams. The objective is to make the student teams as successful as possible. In the present work, two questionnaires are used: one by Thomas (1999) in order to ...
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Summary
The purpose of this work is to investigate the role of psychological preparation in team cohesion and success of the student soccer teams. The objective is to make the student teams as successful as possible. In the present work, two questionnaires are used: one by Thomas (1999) in order to assess the mental fitness, and the second one by Karen (1985) in order to measure the group cohesion and success. The test results obtained show that there is a direct relationship between the team cohesion and the psychological skills. Based on the findings, the coaches should use the skills of the two- and four-factor hierarchical models of Calot and Cardenoso's self-talk and Lu Vygotsky's positive inner speech, S.T.U.C.K (stop, self-talk, output, attention and success) emotion control, verbal encouragement, mental imagery, mental review, and Benson and Jacobsen relaxation.
Introduction
The psychological preparation along with the physical training plays an important role in increasing the performance of an athlete so that it helps him/her to have a better team cohesion, and perform sports activities in a more desirable way, and ultimately, achieve more success. The purpose of the present work was to investigate the role of the psychological preparation in team cohesion and success of the student soccer teams.
Methodology and Approach
The research method was descriptive-correlation, which was done by the field method. The statistical population of this work included all the football players participating in the national student championship (N = 165), and finally, 142 people were selected as the statistical sample of the work. In the present work, two questionnaires were used: one by Thomas (1999) in order to assess the mental fitness, and the second one by Karen (1985) in order to measure group cohesion and success. The data was analyzed using the ANOVA test, and the Pearson correlation coefficient and the Bonferroni post hoc test were used to examine the differences between the sub-scales.
Results and Conclusions
The results obtained showed that there were significant differences in the sub-scales of the psychological preparation, self-talk (Sig = 0.001, F = 6.58), subjective imagery (Sig = 0.038, F = 5.37), emotional control (Sig = 0.016, F = 4.62), and level of relaxation (Sig = 0.01, F = 5.60) between the successful and unsuccessful teams. However, in the other sub-scales, there was no significant difference. Also, there was a significant difference between the successful and the less successful teams only in the sub-scales of self-talk (F = 6.58, F = 0.001) and mental imagery (F = 6.71, Sig = 0.004). The test results also showed that although there was no significant relationship between some sub-scales of the psychological skill and team cohesion, but finally, a direct relationship was observed between the team cohesion and the emotional control skills (R = 0.19). Based on the findings of the present work, which showed the role and effect of the sub-scale of mental skills in strengthening and maintaining team cohesion, and ultimately, the success of teams, the coaches should improve and develop the level of mental fitness of the athletes, which ultimately leads to an improved performance. They can use the skills of the two- and four-factor hierarchical model models of Calot and Cardenoso's self-talk and Lu Vygotsky's positive inner speech, S.T.U.C.K emotion control, verbal encouragement, mental imagery, mental review, and Benson and Jacobsen relaxation.
Abstract
Summary
In this work, we aim to investigate the roles of ethical climate and perceived organizational politics in the employees' organizational trust and effective commitment in the Ministry of Sport and Youth. In this research work, the direct effects of the ethical organizational climate as well as ...
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Summary
In this work, we aim to investigate the roles of ethical climate and perceived organizational politics in the employees' organizational trust and effective commitment in the Ministry of Sport and Youth. In this research work, the direct effects of the ethical organizational climate as well as their indirect effects on the employees' trust and effective commitment through perceptions of organizational politics are analyzed. The data is collected through the questionnaires consisting of the organizational ethical climate, effective commitment, organizational trust, and organizational politics. The research data is analyzed through the structural equation modeling. The findings show that the organizational ethical climate has a significant positive effect on the organizational trust and effective commitment, and it has a significant negative effect on the perception of the organizational politics. The findings also show that the perceived organizational politics have a negative and significant effect on the organizational trust and commitment. Also, the mediating role of the perceived organizational politics in the effects of the organizational ethical climate on the organizational trust and commitment is confirmed.
Introduction
Ethical issues are among the challenges that the organizations face today, and are expected to fully adhere to the ethical principles. However, the organizations are political entities, and therefore, some of the organization's political behaviors may not comply with the ethical principles and adversely affect the employees' attitudes and behaviors. In this regard, addressing the effects of the ethical climate on the employees' attitudes along with explaing the role of the employees'perception of the organizational politics may be helpful in describing and managing the work attitudes among the employees.
Methodology and Approach
This work was an applied and descriptive-correlation survey. The statistical population consisted of all of the employees of the Ministry of Sport and Youth, and 257 employees were selected among them as the research sample for a convenient sampling. The data was collected through the questionnaires. The validity of the research tool was confirmed through the confirmatory factor analysis. Also, the reliability of the research questionnaires was confirmed using the Cronbach coefficients.
Results and Conclusions
The findings showed that the organizational ethical climate had significant positive effects on the organizational trust (β = 0.49) and effective commitment (β = 0.57), and had a significant negative effect on the perception of organizational politics (β = -0.66). The findings also showed a negative and significant effect of the perceived organizational politics on the organizational trust (β = -0.7) and commitment (β = -0.33). Finally, the mediating role of the perceived organizational politics was confirmed. The results obtained showed that a positive organizational ethical climate could reduce the negative effects of the organizational politics and increase the employees' trust and commitment.
Abstract
Summary
The aim of this work is to investigate the effect of authentic leadership style on the organizational citizenship behavior and job performance with the role of mediating of psychological capital among the staff of the sport and youth departments in Iran. The population of the study consists ...
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Summary
The aim of this work is to investigate the effect of authentic leadership style on the organizational citizenship behavior and job performance with the role of mediating of psychological capital among the staff of the sport and youth departments in Iran. The population of the study consists of 1500 people. Based on the Morgan's table, 307 employees of the Iran's sports and youth departments are selected. The psychological capital questionnaire (Nguyen et al., 2012), authentic leadership style (Walumbwa et al., 2008), Organ and Konovsky (1996) organizational citizenship behavior, and Paterson's (1992) job performance are used. The results obtained show that the psychological capital has a partial mediator role between the authentic leadership and the job performance (VAF = 0.625). Regarding the psychological capital between the genuine leadership and the citizenship behavior, there is a partial intermediary organization (VAF = 0.50). It is suggested that the managers of the youth departments of the country should increase the transparency of communication and a balanced processing of information among the organizational units, increase self-awareness, and improve the morality among the employees in order to improve the organizational productivity.
Introduction
Studies show that one of the ways to persuade the employees to engage in extracurricular behaviors and perform organizational citizenship duties is to strengthen the quality of organizational leadership with the employees, and provide solutions to the current leadership challenges and future leadership studies. Authentic leadership is a process that is based on positive psychological capacities and a highly developed organizational context, which, in turn, leads to self-awareness, self-regulation, and emergence of positive behaviors in the leaders and followers. The authentic leaders enhance the employees' psychological resources and help them regenerate when faced with problems, shortcomings, and failures. The authentic leaders can improve the individual performance and organizational citizenship behaviors of the employees by utilizing the potential of psychological capital (optimism, self-efficacy, hope, and resiliency).
Methodology and Approach
This research work was a descriptive-correlation one, and it was done as a field study. The population of the study consisted of all the employees of the Iran's sports and youth departments (1500 people). Based on the Morgan's table, 306 persons were selected, and their questionnaires were analyzed. The psychological capital questionnaire (Nguyen et al., 2012), authentic leadership style (Walumbwa et al., 2008), Organ and Konovsky (1996) organizational citizenship behavior, and Paterson's (1992) job performance were used. The hypothesis test was performed using the partial least squares structural equation model.
Results and Conclusions
The results obtained show that the psychological capital has a partial mediator role between the authentic leadership and the job performance (VAF = 0.625), and 62.5% of the total effect of the original leadership on job performance is explained by the variable of psychological capital as well as the psychological capital between a genuine leadership and the citizenship behavior. There is a partial intermediary organization (VAF = 0.50), of which 50% of the total effect of the overall leadership on the organizational citizenship behavior is explained by the variable of psychological capital.
The managers of the sport and youth general offices in Iran, using the authentic leadership style along with the psychological capital, can improve the organizational citizenship behavior and the employees’ career performance. It is suggested that the managers of the youth departments of the country should increase the transparency of communication, the balanced processing of information among the organizational units, increase self-awareness, and improve the morality among the employees in order to improve the organizational productivity.
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
Summary
The development and management of coach careers play an important role in the performance of athletes, and the development and success of the sports organizations. The purpose of this work was to provide a model to manage the career path of the Iranian sports coaches. Based on the proposed model, ...
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Summary
The development and management of coach careers play an important role in the performance of athletes, and the development and success of the sports organizations. The purpose of this work was to provide a model to manage the career path of the Iranian sports coaches. Based on the proposed model, it can be stated that the role of the managers and sports organizations in the stability of the career path system of sports coaches is a must.
Introduction
Currently, coaching is at its most dynamic in history. The career development of coaches and the management of their career path can play an important role in the performance of athletes, and the development and success of the sports organizations. Despite being new, studies have been conducted, and models for frameworks in various fields have been proposed. However, these models do not comprehensively study the career management of sports coaches, and each one of them covers only one of these areas. Therefore, the present work was designed as a model to manage the career path of the sports coaches.
Methodology and Approach
This research work is of qualitative type, which uses the method of data theory (grounded theory) and the approach of Glaser (1992). Sampling was done by the snowball method. The data collection sources included the scientific resources and in-depth interviews (with 20 researchers, resource management specialists, humanities, sports coaches and managers, and elite athletes). The validity was checked and confirmed by the interviewees, and then by the expert professors. 85% of the results obtained were obtained by calculating the reliability of the process retest. Data analysis was performed in the three stages of open, axial, and selective coding.
Results and Conclusion
In order to promote and advance the goals of sports organizations, the role of managers and the organization in the stability and stability of the career path system of sports coaches is essential, and can be used to develop and enhance the sports coaches and the managers' capabilities in increasing the organizational productivity. Therefore, the model was designed in order to develop the capabilities of coaches and their careers and related developments. The results of open and selective codes identified 119 concepts and 28 main categories. At the level of selective coding, four main categories were explained: strategic, managerial, knowledge, operational; and at each level, the task divisions were explained.
Abstract
Summary
The research method in this work was a mixed quantity and quality one. In the qualitative part, the focus group in the form of the steering council express their views on how the strategies interact and cause-and-effect relationships with each other in the form of interpretive structural modeling ...
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Summary
The research method in this work was a mixed quantity and quality one. In the qualitative part, the focus group in the form of the steering council express their views on how the strategies interact and cause-and-effect relationships with each other in the form of interpretive structural modeling (ISM) symbols in their interactive strategy matrix (SSIM). These symbols are quantified in the initial access matrix, and through these hierarchical levels of strategies in the quadruple table, the final matrix map is identified, and according to the cause-and-effect relationships between them, the strategy map of the National Football Academy by the model method is presented. The levels formed from the fourth to the first level are the growth and learning perspective, customer-oriented internal processes perspective, stakeholder perspective, and financial perspective. These scenes correspond to the views of the balanced scorecard.
Introduction
The purpose of this work was to design a hierarchical design of the strategy map of the National Football Academy using the interpretive structural modeling (ISM). One of the distinguishing features of the Balanced Scorecard from the other methods is that it creates the cause-and-effect relationships in the strategy map between the strategies of each perspective. If the cause-and-effect relationships between the strategies are properly identified in the strategy map, a path is provided to the organization that describes and demonstrates how the strategies are implemented. Of course, despite the importance of determining the cause-and-effect relationships, a systematic method is required to determine these relationships, which is not mentioned in most articles related to the strategy map. In the recent years, one of the main problems of the country's football has been the excessive attention to the adult football and the lack of attention to the basic football. The missing link of the national championship sport is also an integrated and purposeful talent identification system according to the contents of the plan of the national sports community and other unrelated research works.
Methodology and Approach
The research method was a mixed quantity and quality one. In the qualitative part, the focus group in the form of the steering council express their views on how the strategies interact and cause-and-effect relationships with each other in the form of ISM symbols in their interactive strategy matrix (SSIM). The statistical population of this research work, which was equal to the statistical sample of the research work, was the same members of the steering council of the National Football Academy (N = 10).
Results and Conclusion
These symbols were quantified in the initial access matrix, and through these hierarchical levels of strategies in the quadruple table, the final matrix map was identified, and according to the cause-and-effect relationships between them, the strategy map of the National Football Academy by the model method. The interpretive structural modeling (ISM) was drawn in 4 levels. In this map, the strategies related to each level were listed. In the first level, the financial strategy 2 strategies and in the second level or stakeholder perspective of one strategy, in the third level or the internal process strategy 4 strategies, and in the fourth level, the growth and learning perspective 3 strategies. Balanced Scorecard Scenes provided by Norton and Kaplan include Scenes of Growth and Learning, Internal Process, Customer, and Finance. The rationale for distinguishing a balanced score from other methods is that, firstly, there is a cause-and-effect relationship between the scenery and the strategies contained in the scenery, and secondly, these scenarios are at a hierarchical level. The method of interpretive structural analysis helped the researchers to determine their causal relationships by analyzing the relationship between two strategies. In general, the researchers were able to determine the causal relationship between all strategies in a ten in ten matrix, and extract and determine the levels of strategies. The concepts of strategies at different levels showed that the logic of BSC also governed the results of this work. The titles of the levels formed from the fourth to the first level are the growth and learning perspective, customer-oriented internal processes perspective, stakeholder perspective, and financial perspective. These scenes correspond to the views of the balanced scorecard.
