Abstract
SummaryIn addition to the physical effects, the corona virus pandemic has psychological consequences that can affect various aspects of the job. Therefore, the present study was an analysis of the role of resilience and individual maturity in self-efficacy of the physical education teachers in the Covid_19 ...
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SummaryIn addition to the physical effects, the corona virus pandemic has psychological consequences that can affect various aspects of the job. Therefore, the present study was an analysis of the role of resilience and individual maturity in self-efficacy of the physical education teachers in the Covid_19 pandemics. In this way, by employing the capable and efficient physical education teachers, we can help the schools to provide the best educational services.IntroductionIn the recent decades, the organizations have faced the dramatically changing and dynamic environments, and in order to survive, maintain, and enhance their dynamism, they must be prepared to adapt and manage the change. The increased disruption of the organizational processes by natural disasters, economic crises, and health threats increases the requirement for the organizations and their employees in order to pay attention to resilience. Meanwhile, the outbreak of a new corona virus called Covid_19 came as a shock to many organizations. The studies show that the mature organizations are more successful than their counterparts in implementing the transformational measures. Success in responding appropriately to the dynamic and unpredictable changes and conditions, and making the right decisions and maintaining the organizational and individual performance have been the concern of most organizations and scientific and educational centers in the recent decades.Methodology and ApproachThe research method was descriptive–correlation. The statistical population of the study included all the physical education teachers in the Khorasan-e-Razavi Province in all levels (primary and secondary) in the academic year 2020-2021, and using the stratified sampling method, 550 teachers were selected as the research sample (260 females, 290 males). In order to analyze the conceptual model, the data collected through three questionnaires of teacher efficacy (Tschannen-Moran and Woolfolk, 2001), individual maturity (Soltani and Bahraminejad, 2010), and resilience scale (Connor and Davidson, 2003) after obtaining the validity (face, content, and structure), and validations were collected. In order to calculate the reliability, Cronbach’s alpha was used, and to analyze the data, the structural equation modeling was used.Results and ConclusionThe structural equation model showed that the overall indices of the structural model were in a good condition, and thus it was concluded that the resilience and maturity of the teachers had a positive and effective role on their self-efficacy in dire situations. In addition, the indirect effect of resilience on self-efficacy of the teachers was significant. Accordingly, what helps the managers and administrators in education to maintain the efficiency and ability of their teachers in unexpected events and crisis situations are the characteristics of resilience, personal maturity, self-efficacy, and looking to the future and reaction. It is positive towards the environment.
Abstract
Summary
The present work was carried out with the purpose of codification of the strategic human resource management plan in the Ministry of Sports and Youth. The research method applied in this work was a mixed explorative one (qualitative and quantitative). The results of this work showed that the ...
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Summary
The present work was carried out with the purpose of codification of the strategic human resource management plan in the Ministry of Sports and Youth. The research method applied in this work was a mixed explorative one (qualitative and quantitative). The results of this work showed that the human resource management in Iran’s Ministry of Sports and Youth was at the WO situation. Therefore, due to the dominance of weaknesses over the strengths through using some external opportunities, the mentioned organization should apply a conservative strategy.
Introduction
Human resources (HRs), in comparison with the natural resources and physical resources, are the most fundamental assets in an organization that play an essential role in the organization's success. In the sports organizations, as the service-based industries, effectiveness is also related to the quality and quantity of HRs. The present work aims at surveying the strengths and weaknesses, opportunities, and threats of the HR management in Iran’s Ministry of Sports and Youth as a base for its HR strategy plan through using the SWOT model.
Methodology and Approach
The research method applied in this work was a mixed explorative one (qualitative and quantitative). The statistical population included three groups. The first group was strategic committee that was held by 8 specialists. The second group included 23 participants that were selected through purposive sampling. The qualitative data collection to determine the weaknesses and strengths was fulfilled by studying the documents and semi-structured interviews. The quantitative part of the statistical population included 62 of all managers in the Ministry of Sports and Youth. There were completed and analyzed 46 researcher-made closed questionnaires. In this work, the qualitative data for determining the weaknesses, strength, opportunities, and threat were analyzed through the qualitative data analyzing methods, holding meetings, and conducting interviews. Furthermore, the quantitative data analyzing methods like descriptive statistics (middle and criterion deviation) and perspective ones (binomial test) were used in order to analyze the quantitative data.
Results and Conclusion
The qualitative and quantitative results of this work showed that the HR management in Iran’s Ministry of Sports and Youth was at the WO situation. In other words, the mentioned organization, due to the dominance of weaknesses over strengths through using some external opportunities, should apply a conservative strategy. On the basis of the common method used in codification of the strategic plan, five systems including duty statement, outlook, axial values, purposes, and key indicators in performance of HR management and fourteen processes were codified.
Abstract
Summary
At the present time, it is not possible to carry out effective human resource actions without being aware of the past and emerging trends, environmental developments, future-oriented approaches, learning new concepts, and using new strategic planning tool. The participants in this work were ...
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Summary
At the present time, it is not possible to carry out effective human resource actions without being aware of the past and emerging trends, environmental developments, future-oriented approaches, learning new concepts, and using new strategic planning tool. The participants in this work were 20 experts and specialists in the field of sports organizations, who were selected by purposive sampling. In order to analyze the information, the approaches of structural analysis and Micmac software were used. The results of this work showed that the dispersion of the key variables affecting the future of the human resource talent management system in the municipal sports organization had an unstable system. Therefore, if the key forces and trends affecting the future of the talent management system evolve, this will provide the basis for job satisfaction, human resources, social status, affiliation, job identity, employee welfare, organizational commitment, and job independence.
Introduction
Understanding the key factors affecting different systems in any organization can be a platform and guide for developing a roadmap and development scenarios for the future of that system. Given the importance of this issue, in this work, we identified and clustered the key factors affecting the future of the human resource talent management system in the municipal sports organization as a structural analysis approach.
Methodology and Approach
This research work was applied in terms of purpose, in terms of exploratory nature, which was done based on the future research methods. The theoretical data was prepared by the documentary method and experimental data by the survey method based on the Delphi method. The participants in this work were 20 experts and specialists in the field of sports organizations, who were selected by purposive sampling. The structural analysis approach and Micmac software were used in order to analyze the data.
Results and Conclusion
The results of this work showed that dispersion of the key variables affecting the future of the human resource talent management system in the municipal sports organization had an unstable system, and among the 34 factors studied in this work, 10 factors (job expectations, skill diversity, job dynamics, skill orientation, service compensation system, management style, recruitment method, demographic change, national and regional policies, and information technology) played the key role in the future of the human resource talent management system in the municipal sports organization. Therefore, according to the research work findings, if the key forces and trends affecting the future of the talent management system evolve, this will provide the basis for job satisfaction, human resources, social status, affiliation, job identity, employee welfare, organizational commitment, and job independence.
Abstract
Summary
The aim of this work was to identify and prioritize the indicators affecting the future of competence of sports managers with world-class management in the Iranian sports industry.
Introduction
In an environment that is constantly changing, a top management is impossible without having competent ...
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Summary
The aim of this work was to identify and prioritize the indicators affecting the future of competence of sports managers with world-class management in the Iranian sports industry.
Introduction
In an environment that is constantly changing, a top management is impossible without having competent managers. The organizational managers face business globalization, rapid technological change, reorganization, and competency-based competition that challenge these advances, skills, competencies, and capabilities of organizational managers.
Methodology and Approach
Using the environmental scanning approach (Delphi methods, interviews and reading reports, numerous articles and books in the field of sports industry, world class management, other related sciences), 230 effective variables in the public environment and close to the sports industry were counted. In the next step, 99 effective indicators were classified into five main groups in order to compare the data obtained from the agreement of the experts (senior managers and experts in the sports industry, futurists, world-class management), and factor analysis was used. Shaping the future sports managers was qualified with world-class management, and then the most important indicators were identified and prioritized by the Friedman test.
Results and Conclusion
The results obtained showed that marketing competence (being an entrepreneur), diplomacy competence (knowledge of international relations in the sports industry), managerial competence (being development-oriented), performance competency (risk-taking), and perceptual competence (optimal organizational intelligence) were the key competencies. Finally, the effect of marketing competency with a factor load of 0.78 and an average of 4.62 had the greatest importance in the future of competence of sports managers with world-class management in the sports industry. The productivity of the sports industry is a function of the productivity of the sports managers. As a result, today, we have to think of a solution for the future. If we are to think for the future today, we must train the worthy managers. Therefore, recognizing these competencies can be a suitable model for the managers and sports policy-makers in order to employ the managers with excellent world-class management capabilities, whose active participation is the source of growth of the sports industry.
Abstract
Summary
The purpose of this work was to identify and develop a talent management model of the general directorate of the Sports and Youth departmentns of the Fars Province in Iran. This research work was conducted according to the Grand theory, and the qualitative and quantitative research methods were ...
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Summary
The purpose of this work was to identify and develop a talent management model of the general directorate of the Sports and Youth departmentns of the Fars Province in Iran. This research work was conducted according to the Grand theory, and the qualitative and quantitative research methods were used.
Introduction
The talent management process is the application of a set of integrated activities to ensure that the organization recruits, retains, motivates, and develops the forces it requires now and in the future. The Sports and Youth departments at the provincial level are among the organizations that have a very valuable role in the country's sports, and improving the performance of these departments will lead to a further development in the country's sports. One of the most important pillars on which the development of organizations as well as the Sports and Youth departments depends is the human resources and the talent management process in these departments.
Methodology and Approach
The participants in this work included the experts, professors, and researchers in the fields of sports management, managers, head of sports delegations, staff and employees of sports, and youth departments in the Fars Province in Iran. From the interview 11 onwards, we did not enter much new information into the study so 14 semi-structured individual interviews were conducted. The data analysis was performed using the systematic method of Strauss and Corbin including a three-step open, axial, and selective coding.
Results and Conclusion
A total of 80 primary codes were generated from a total of 14 interviews, and then similar codes were classified based on the conceptual and semantic similarity, and placed in their own group and reduced to 22 sub-categories. The political legal constraints, financial conditions of the organization, causal conditions (service compensation system, job opportunities, ability and job fit, organizational environment, organizational communication, and organizational management), axis phenomenon (talent management process), strategies (identification and recruitment, recruitment and employment, retention, and development and improvement), underlying factors (conceptualization of talent, organizational vision, and attitudes of managers), and consequences (job satisfaction, role-playing behavior, job motivation, organizational commitment, sustainable competitive advantage, and talent retention and succession) were identified. According to the results of the research work, the managers can prevent the talent migration and waste of costs by focusing on the talent management process and using the proper human resource management strategies, and improve the employee performance and increase the productivity of the organization and promote sports in the Fars Province.
Abstract
Summary
The purpose of this research work was to study the effect of the ethical leadership style on the organizational justice with the moderating role of family conflict among the physical education teachers. The statistical population of this work consisted of all the physical education teachers ...
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Summary
The purpose of this research work was to study the effect of the ethical leadership style on the organizational justice with the moderating role of family conflict among the physical education teachers. The statistical population of this work consisted of all the physical education teachers in the city of Sari in Iran. The statistical sample of this work was 118 people, who were selected by the simple random sampling. For data collection, the demographic characteristic questionnaires, leadership questionnaire, organizational justice, and work-family conflict were used. The data obtained was analyzed using the partial least squares method. The results obtained showed that the ethical leadership style had a positive and significant effect on the organizational justice, and the work-family conflict did not play a moderating role in the relationship between the leadership style and the organizational justice. Also the PLS-MGA results obtained showed that there was no significant difference between the males and females. Considering the effect of the moral leadership style on the organizational justice, it can be suggested that the moral leaders pay a special attention to the employees' requirements and deficiencies through a fair communication and interaction, and consider the employees' issues and problems evenhandedly, and make group decisions in order to affect the people's perception about the organizational justice.
Introduction
The organizational justice refers to the way the employees are treated in a way that they feel that they are treated fairly. Justice is one of the most important characteristics of the ethical leaders. As a result, the ethical leadership style is expected to play a significant role in the implementation of the organizational justice. On the other hand, the work-family conflict is a case that affects the organizations and families, and causes interference in the performance of the work and family tasks. As a result, the organizations aiming for purpose, continuity, and survival are required to strengthen their link with the categories of organizational justice. Therefore, the aim of this work was to investigate the effect of the moral leadership on the organizational justice with the moderating role of family conflict among the physical education teachers. The purpose of this research work was to study the effect of the ethical leadership on the organizational justice with the moderating role of the job-family conflict among the physical education teachers.
Methodology and Approach
This was a descriptive-correlational work that was conducted as a field research. The statistical population of this work consisted of all the physical education teachers in the city of Sari in Iran (N = 190). The statistical sample was determined as 118 people using the G-Power software, and were selected through the simple random sampling. After confirming the validity and reliability, the questionnaires from the Brown and Torino Harison's moral leadership style (2005), Niehoff and Morman's organizational justice (1993), and Carlson, Kakmar, and Williams' work-family conflict (2000) were used in order to collect the data. The descriptive statistics were used in order to describe the data, and the structural equation modeling was used for the inferential data analysis.
Results and Conclusion
The convergent validity, divergent validity, and instrument reliability were used to measure the fit of the measurement model. Also the multi-group analysis method (PLS-MGA) was used in order to compare the two groups of males and females. As a result, no significant difference in hypotheses was observed between the males and females. The results obtained showed that the ethical leadership style had a direct and significant effect on the organizational justice. Also the work-family conflict variable did not have a moderating role in the relationship between the moral leadership style and the organizational justice, and did not strengthen or weaken the relationship between these two variables. Considering the effect of the moral leadership style on the organizational justice, it can be suggested that the moral leaders pay a special attention to the employees' requirements and deficiencies through a fair communication and interaction, and consider the employees' issues and problems evenhandedly, and make group decisions in order to affect the people's perception about the organizational justice. In fact, the ethical leadership style creates a good atmosphere in the organization, and a good leader can provide more employee participation in order to promote the organizational justice.
Abstract
Summary
Our aim in this work was to identify the effect of nepotism in the workplace on turn-over intention, job satisfaction, and job performance of the employees of the General Directorate and departments of youth and sports in the city of Tehran. 179 people were selected as the sample, and answered ...
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Summary
Our aim in this work was to identify the effect of nepotism in the workplace on turn-over intention, job satisfaction, and job performance of the employees of the General Directorate and departments of youth and sports in the city of Tehran. 179 people were selected as the sample, and answered the questions of the research questionnaires. The findings showed that nepotism had a positive and significant effect on the turn-over intention. Also the effect of nepotism on job satisfaction and job performance of the staff was negative and significant.
Introduction
In today's world, the organizations have realized that their most important assets are human resources, which are an important factor involved in the success and development of any organization, and no organization will be able to achieve all its goals without it. Today, the major problem for most organizations, especially in the developing countries, is not a shortage of raw materials, energy or even technology; rather, they are issues that directly or indirectly relate to the human resource management. One of the most important issues that the organizations face is employing relatives, acquaintances, friends, and people who have been commissioned and supported in the organizations, called nepotism. This variable can disrupt the performance of human resource management in the organization, and consequently, the efficiency and productivity of the organizations will be affected by affecting important organizational variables such as job satisfaction, willingness to leave the job, and job performance of the employees.
Methodology and Approach
The present work was a descriptive survey. The statistical population of the work was the employees of General Directorate and departments of the youth and sports in the city of Tehran (336), 179 of which were randomly selected. The Bute (2011), Bobin, Boles (2004), and Kaman (1997) questionnaires were used for measuring the research variables. For data analysis and identification of the effects of the research variables, the structural equation modeling was used by the LISREL software.
Results and Conclusion
The findings showed that nepotism had a positive and significant effect on the turn-over intention of the staff. Also the effect of nepotism on job satisfaction and job performance of the staff was negative and significant. In general, it can be stated that favoritism in workplace is an unprofessional and unethical phenomenon, and it can affect the effectiveness, efficiency, and overall performance of the organization.
Abstract
Summary
The purpose of this work was to design and formulate a strategic plan for the sports development of the staffs in the University of Bojnord. The statistical population of this research work in the qualitative part included the director, staffs, and experts of the university physical education ...
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Summary
The purpose of this work was to design and formulate a strategic plan for the sports development of the staffs in the University of Bojnord. The statistical population of this research work in the qualitative part included the director, staffs, and experts of the university physical education department and the professors and experts of the university physical education, and in the quantitative part included the staffs of the University of Bojnord. The statistical sample consisted of 15 members of the statistical community in the qualitative section and 50 employees in the quantitative section. The sampling method in the qualitative section was purposeful and based on the expertise, experience, and knowledge of staff sports, and in the quantitative section was simple random. The results obtained showed that the championship sport of the employees had 5 strengths, 7 weaknesses, 5 opportunities, and 6 threats, and a total of 10 strategies, and the public employee sports had 7 strengths, 7 weaknesses, 6 opportunities, and 6 threats, and a total of 11 strategies. The most important strategy in the development of championship sports for the staffs of the University of Bojnord was increase in the budget and credits of the championship sports and use of professional coaches in the sports teams, and in the development of sport for all, the development of sports culture and engaging in sports activities among the employees through innovative and attractive programs.
Introduction
The employees spend a lot of their time in their workplace, as their working lives considerably affect their personal lives. In the nowadays’ work environment, most employees experience a considerable amount of job stress. The working conditions in the today’s organizations and lifestyle in the present century have many psychological and physical complications for the organization’s human resources. Accordingly, and based on the positive effects of exercise on the psychological and physical aspects, having a plan to develop exercise among the employees can be the first and most important step for starting a sport development in the organizations.
Methodology and Approach
The present work was applied in terms of the descriptive-survey research method in terms of purpose and mixed (quantitative and qualitative) in terms of data collection. The statistical population of the research work in the qualitative part included the director, staffs, and experts of the university physical education department and the professors and experts of the university physical education, and in the quantitative part included the staffs of the University of Bojnord. The statistical sample consisted of 15 members of the statistical community in the qualitative section and 50 employees in the quantitative section. The sampling method in the qualitative section was purposeful and based on the expertise, experience, and knowledge of staff sports, and in the quantitative section was simple random. In order to collect the data, a semi-guided exploratory interview method and a questionnaire were developed to obtain the strengths, weaknesses, opportunities, and threats, and to prioritize the developed strategies and statistical analysis from a framework called the Model Strategy Development Framework, SWOT-ANP model.
Results and Conclusion
The results obtained showed that the championship sport of the employees had 5 strengths, 7 weaknesses, 5 opportunities, and 6 threats, and a total of 10 strategies. Considering the total score of the developed strategies in this section, it can be said that the offensive strategic position is the dominant strategy in this section. Public employee sports had 7 strengths, 7 weaknesses, 6 opportunities, and 6 threats, and a total of 11 strategies. According to the total score of the developed strategies in this section, it can be said that the defensive strategic position is the dominant strategy in this section.
The most important strategy in the development of championship sports for the staffs of the University of Bojnord was increase in the budget and credits of championship sports and use of professional coaches in the sports teams, and in the development of sport for all, the development of sports culture and engaging in sports activities among the employees through innovative and attractive programs. Finally, it is recommended to the managers, officials, and policy-makers at the University of Bojnord to develop championship and public sports among the employees at the university level using the existing opportunities and strengths, eliminating the weaknesses, and decreasing the threats as well as applying the developed strategies in each section.
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.
Abstract
Summary
In the last decade, known as the age of technology with the characteristics of uncertainty, complexity, and increasing technological changes, many organizations in order to access, develop, and use such a system to achieve their goals, have redoubled their efforts to create the organic and flexible ...
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Summary
In the last decade, known as the age of technology with the characteristics of uncertainty, complexity, and increasing technological changes, many organizations in order to access, develop, and use such a system to achieve their goals, have redoubled their efforts to create the organic and flexible structures to surpass their competitors. Therefore, the use and activation of information systems is currently considered as an important indicator of the growth and development of organizations.
Introduction
In the information century, the move towards lasting success and excellence depends on having the capabilities that meet the specific requirements and expectations of the customers at all times. This improvement and moving forward requires a constructive interaction of creative man-power equipped with the infrastructure associated with the modern and advanced technology. The use and activation of the information systems is now considered as an important measure of the extent of organizations, growth, and progress. Therefore, the main purpose of this work was to investigate the impact of the management information system (TPS, MIS, DSS, ESS) on innovation (product and process).
Methodology and Approach
The present work was a descriptive research work that was conducted by the survey method. The studied population consisted of 130 operational management and employees of sport recreational collections of the Northern Provinces that were elected purposely. In order to collect the data, after confirmation of the internal reliability of the information system questionnaire (α = 0.71) and creativity questionnaire (α = 0.89) through Cronbach's alpha, the corrected version of Masa’deh (2013) information system management questionnaire and Al-Khawaldeh (2008) innovative technology-based creativity questionnaire were set as a five-point Likert scale (1: strongly agree to, 5: strongly disagree). After assuring the good fit index of the research pattern, the data was analyzed using the Liserl and SPSS softwares.
Result and Conclusion
After ensuring the sampling adequacy index and the Bartlett Sphericity test in order to ensure a good fit of the research model, the results of the structural equation path analysis showed that the information management system and executive information system were the main sub-scales of the information system predictors. Also the multiple regression test results confirmed that according to the value of the coefficient of determination (R2) and its significance, the information systems (R2 = 0.68, sig ≤ 0.05) was a powerful predictor of the technology-based creativity. The managers of recreational sports complexes through the deployment of information technology and the application of innovative processes that lead to diversified and innovative services create special competitive advantage create a superior position in the competition market.
Abstract
Summary
The aim of this work was to investigate the relationship between the strategic thinking and the organizational change capacity of the sport managers in the Mazandaran Province. 360 people, selected as the sample, answered the questions of the 2 questionnaires of strategic thinking and organizational ...
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Summary
The aim of this work was to investigate the relationship between the strategic thinking and the organizational change capacity of the sport managers in the Mazandaran Province. 360 people, selected as the sample, answered the questions of the 2 questionnaires of strategic thinking and organizational change capacity. The results obtained showed that strategic thinking had a positive and significant effect on the organizational change capacity.
Introduction
Today, human beings live in a world that is changing rapidly. Given the dynamics of the internal and external organizational factors, this change is inevitable. On the other hand, strategic thinking is important for the organizations in order to ensure sustainability in a competitive world. Therefore, the use of strategic thinking leads to the development of better strategies to deal with the environmental changes.
Methodology and Approach
The research method was descriptive-correlational, and was applied in terms of purpose. The statistical population of the work was 193 people that, due to the limited statistical population, was a whole number sampling. For data collection, the two questionnaires of strategic thinking of Lidka (1998) and organizational change capacity of Judge (2005) were used. The validity of the questionnaires was confirmed by 10 professors in the field of 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 Conclusion
The results obtained showed that most of the subjects were men, and had a master's degree, and most of them were between 31 and 40 years old. Also the standard coefficient of the path of the effect of strategic thinking on the capacity for organizational change was 0.313, which was the value of statistic (2.906); this means that the strategic thinking variable has a significant effect on the organizational change capacity. Given the importance of strategic thinking and organizational change capacity at different levels of the organization, it is suggested that courses are held to increase the manager's awareness of the effects of strategic thinking in order to better understand the components of strategic thinking and their relationship with the organizational change capacity against environmental changes. The organizations can create a special capability by emphasizing on strategic thinking. This capability makes an organization more flexible and adaptable to change, and helps the organization to achieve the principle of continuous improvement for organizational survival. In order to develop the capacity of the organization in the dimensions of strategic thinking and the capacity of organizational change in order to successfully implement future changes, it is necessary to emphasize on the balanced development of all dimensions and design mechanisms to strengthen them in the management team. Therefore, the need for this change and preparation for environmental change is the existence of strategic thinking. Also the establishment of strategic thinking at the individual and organizational level causes the organization to be more flexible and adaptable to change, and helps the organization.
Abstract
Summary
The purpose of this work was to investigate the effect of the career plateau on the ambiguity and role conflict with mediating role of organizational conflict. This work was an applied and correlation research method. By the stratified random sampling method, 229 physical education teachers ...
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Summary
The purpose of this work was to investigate the effect of the career plateau on the ambiguity and role conflict with mediating role of organizational conflict. This work was an applied and correlation research method. By the stratified random sampling method, 229 physical education teachers were selected. In order to collect information, three questionnaires were used: career plateau, ambiguity, and role conflict and organizational conflict. For the data analysis, the Pearson correlation coefficient, factor analysis, and structural equation modeling were used. The results obtained showed that the direct effect of the career plateau on the ambiguity and role conflict and the career plateau on the organizational conflict and the direct effect of the organizational conflict on the ambiguity and role conflict were positive and significant. The indirect effect of the career plateau on the ambiguity and role conflict was also significant with the mediator role of the organizational conflict. Therefore, it can be accepted that the career plateau has a positive effect on the ambiguity and conflict, both directly and indirectly, through the mediation of the organizational conflicts.
Introduction
In order to be effective, the schools require the teachers to have a good job performance, and the job performance can be affected by a number of factors including the ambiguity and role conflict. The ambiguity and role conflict are important factors in the teacher job stress that cause a lot of stress on the teacher and affect her/his job performance. The role ambiguity occurs when the employee “does not feel that s/he has the necessary information to perform her/his role adequately when s/he is uncertain about what the members of her/his role set expect of her/him. The role conflict is defined as a situation that occurs as a result of the incompatible role demands. The role conflict and role ambiguity cause many individual and organizational deficiencies. Numerous factors such as the organizational conflict and career plateau can affect the role ambiguity and role conflict. The research hypotheses are as follow:
The career plateau has a positive and significant effect on the ambiguity and role conflict.
The career plateau has a positive and significant effect on the organizational conflict.
The organizational conflict has a positive and significant effect on the ambiguity and role conflict.
The career plateau has a positive and significant effect on the role ambiguity and conflict with the mediating role of organizational conflict.
Methodology and Approach
This work was an applied and correlation research method based on the structural equation modeling. The statistical population of the work was all the physical education teachers in the city of Zahedan (Sistan and Baluchestan province). By the stratified random sampling method, 229 physical education teachers in Zahedan were selected in the academic year of 2019-2020. In order to collect the information, three questionnaires were used: career plateau (Milliman, 1992), ambiguity and role conflict (House, Schuler & Levanoni, 1983), and organizational conflict (Shirkhani, 2011). For the data analysis, the Pearson correlation coefficient, factor analysis, and structural equation modeling were used by the SPSS and Lisrel software.
Results and Conclusion
Based on the results obtained, the amount of correlation coefficient of career plateau with ambiguity and role conflict (r = 0.532), career plateau with organizational conflict (r = 0.573), and organizational conflict with ambiguity and role conflict (r = 0.559) was significant (p < 0.001). The direct effect of the career plateau on the ambiguity and role conflict (β = 0.44, t = 3.88), career plateau on the organizational conflict (β = 0.73, t = 9.45), and the direct effect of the organizational conflict on the ambiguity and role conflict (β = 0.34, t = 3.09) was positive and significant. The indirect effect of the career plateau on the ambiguity and role conflict was also significant with the mediator role of organizational conflict (β = 0.248, t = 5.20).
