Abstract
Summary
The purpose of this work was to develop a model of sport retirement management. The study participants consisted of the retired athletes (N = 11) and sports experts (N = 4). Semi-structured interviews were used for data gathering, and the data obtained was analyzed using the thematic analysis. ...
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Summary
The purpose of this work was to develop a model of sport retirement management. The study participants consisted of the retired athletes (N = 11) and sports experts (N = 4). Semi-structured interviews were used for data gathering, and the data obtained was analyzed using the thematic analysis. A total of 78 sub-categories were obtained, and were classified into 7 main categories. These main categories formed the two themes of pre-retirement management and post-retirement management. By determining and creating a network between the themes and the categories and considering the two elements (athletes and sports organizations) that were involved in managing of sport retirement, a model for the sport retirement management was developed (Figure 1). According to the proposed model, there should be a proper interaction and cooperation between the athletes and the sports organizations before and after retirement in order to achieve a successful managing of sport retirement.
Introduction
Retirement from professional and elite sport is often a difficult and challenging transition. Studies has shown that it comes with psychological distress and costs to well-being for up to 39% of athletes, a figure that is almost double that associated with retirement from general workforce (1). It means that there is a higher probability of sport retirement turning into crises rather than other careers. The sport retirement literature shows that about 20% of the athletes experience the athletic retirement crisis. This crisis manifests itself as difficulties in the psychological, sociological, vocational, and economical aspects complemented by inability to adjustment to retirement (2, 3). An athlete facing a retirement crisis requires assistance and intervention, and therefore, it is necessary to manage sport retirement to prevent the incidence of crisis retirement and help the athletes who are in crisis.
Methodology and Approach
This study has an exploratory and applied nature, a participatory and constructivist paradigm, and an inductive approach that has been done qualitatively with the thematic analysis method. The study participants consisted of the male retired athletes and male sports experts. They were selected based on a combination of snowball, purposive, and criterion sampling methods.
The inclusion criterion for the retired athletes was that they had either retired from a professional or an elite level, and in line with the previous research, the time after their retirement would not be less than 6 months (that would give them time to experience the retirement course). To get a richer data, the retired athletes were selected from the following different groups: a) Athletes who were unemployed (N = 4), b) Athletes who were employed in the non-sport related jobs (N = 4), c) Athletes who were employed in the sport-related jobs (N = 3). These 11 retired athletes were between 29 t0 46 years of age, and had retired from the team (volleyball, handball, and water polo) and individual (badminton, karate, and wrestling) sports.
Using criterion and purposive sampling, 4 sports experts participated in the study. The sports experts were those who had a master or PhD degree in physical education and sport sciences. The inclusion criteria for sports experts was that they had either played at the professional or elite level, had done research in the field of sport retirement, and had a coaching background in the professional level. These participants were between 38 t0 53 years of age, 3 of them had a PhD degree and 1 of them had a master degree.
Semi-structured face-to-face interviews were used for data gathering, and continued until theoretical saturation. 15 interviews (11 interviews with the retired athletes and 4 interviews with the sports experts) were conducted, and the data obtained was analyzed using the thematic analysis method (4). Throughout the study, several methods such as prolonged engagement and persistent observation, peer debriefing, member checking, and investigator triangulation were used to ensure analytic rigor (transferability, dependability or credibility, confirmability, and trustworthiness) (5).
Results and Conclusion
The data analysis resulted in obtaining 78 sub-categories that were classified into 7 main categories. The main categories formed the two themes of pre-retirement management and post-retirement management. The main categories including career planning, financial planning, prevention and treatment of sports injuries, and athlete preparation formed the theme of pre-retirement management. All of these categories aim to develop the athletes’ ability and knowledge to encounter the sport retirement phenomenon, effectively. The nature of these programs is mainly predictive and preventive, so they could be helpful in order to prevent the negative consequences of retirement.
On the other hand, the main categories include supportive programs, interventional programs, and counselling and training forming the theme of post-retirement management. These programs have a therapeutic and supportive nature. Thus these programs could be fruitful when an athlete has a specific problem that could not be solved by him (her) self.
It should also be noted that the athletes and sports organizations are the two main elements of sport retirement management. Finally, by determining and creating a network between the themes and the categories and considering the two elements (retired athletes and sports experts) that are involved in managing of sport retirement, a model for the sport retirement management was developed (Figure 1). The model offers strategies, solutions, instructions, and recommendations elicited by the retired athletes and sports experts to help deal with the transition process, positively.
Abstract
Summary
Each organization consists of various components that are in action and reaction with each other, and the performance of the organization is between them. Hence, the management is complex and difficult in such a system. The framework and modeling of the organization's system help us achieve ...
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Each organization consists of various components that are in action and reaction with each other, and the performance of the organization is between them. Hence, the management is complex and difficult in such a system. The framework and modeling of the organization's system help us achieve a better understanding of its integrity by simplifying the system (1). The framework of the organizational issues increases the chances of finding the correct and logical responses to solve them, and understanding its basic mechanisms is easier (2). An overview of the Internal Sport Management Research in the country shows that the performance management and human resource management system in the country's sports organizations have limited analytical frameworks, and requires acceptable models for understanding the organization's performance and its environmental feedback on it. The behavior of the organization applies. Along with the challenges and developments in the country's sports environment, the executive and governmental organizations of the country are also faced with new challenges and requirements, with an additional pressure on their managers. The new challenges and requirements are described with new concepts (3). This work focuses on the issue of low performance of the sports and youth departments and its analysis through new components in order to provide solutions to improve it. Therefore, four specialized categories-which have a high capability in predicting and guiding the performance system of the sports and youth departments in today's environmental conditions-are examined and included; system transparency is the use of experience, positive synergy, and performance.
Introduction
A review of research works has shown that the four variables of organizational transparency, organizational ambiguity, human capital enhancement, and documentation of experiences in the country's sports organizations have not been described and correlated so far. However, the discussed variables play a key role in the performance of sports organizations in the today's environment, and based on the fact that in the previous research works, none of these variables have been studied in domestic sports management studies. Therefore, it is necessary to pay attention to the country's sports management researchers, and provide sufficient information to the managers. The aim of this research work was to investigate the effect of organizational transparency on the organizational ambidexterity with the mediating role of human capital synergy and of documentation experiences in the Tehran sports and youth administrations.
The necessity of research is explained in several aspects: first, these concepts have not been studied in the sports organizations in the country, while their desirability in these organizations is very necessary. Along with these vacuums mentioned in the domestic research works, despite the knowledge produced in the foreign investigations, this information alone is not effective for the analysis and management of the structural-functional aspects in the sports organizations of the country, and is a necessary indigenous and specialized research in completing and applying them. In this regard, the sports and youth agencies in the Tehran province are one of the largest sports organizations in the country, based on the importance of urban sports services, requiring an efficient and consistent management system for the modern conditions.
Methodology and Approach
The present work was descriptive-correlational in terms of the applied purpose in terms of the field data collection method. The statistical population consisted of all the employees of the sports and youth departments in the Tehran province. For sampling, all departments were considered as a comprehensive organizational system. A sufficient number of statistical samples were selected to test the model in the Smart Payals software. The basis for determining the sample based on 10 to 20 times the number of questions related to the main variables has the highest number of questions in the model (Davari and Rezazadeh, 2016). Therefore, the basis for the organizational transparency variable (12 questions) was 15 times, and the number of samples was estimated to be 180 (12 * 15 = 180). The statistical sampling was done by the random sampling method among the youth sports departments of the Tehran province (General Administration of Provinces and Cities). Out of 200 distributed questionnaires (in person, social media, and e-mail), 179 questionnaires were received, of which 172 questionnaires were fully answered and analyzed. The personal characteristics of the respondents included: mean age, 34.36; related work experience, 12.84; gender ratio, 42% female and 58% male; education ratio, 0.35 bachelor, 0.41 master, and 0.14 doctorate. The research tool was a questionnaire containing 40 questions for four variables (and 9 dimensions) on a 5-point Likert scale. For the research validation, using the content validity method (11 experts), and reliability (Cronbach's alpha), the construct validity (model fitting) was evaluated and verified.
Results and Conclusion
In the factor analysis of the dimensions of variables, the three components including the transparency of activities (0.89), transparency of laws (0.82), and transparency of resources (0.80) had a significant role in explaining the organizational transparency, respectively. The employees’ experiences (0.90) and managers' experiences (0.86) also explain the documentation of experiences in a significant way, respectively. The effectiveness of performance (0.93) and the culture of teamwork (0.89) also had a significant role in explaining the synergistic variable of the employees, respectively. The components of exploitation (0.94) and exploration (0.93) had a more significant role in explaining the organizational duality, respectively. The direct relationship path analysis showed that organizational transparency with coefficients of 0.71, 0.46, and 0.72, respectively, had a significant effect on the documenting experiences, employee synergy, and organizational ambiguity. Documentation of experiences with coefficients of 0.43 and 0.46, respectively, had a significant effect on the staff synergy and ambiguity. The employee synergy with a coefficient of 0.35 had a direct and significant effect on the organizational ambiguity. The sub-test for indirect relationships showed that the indirect effect of organizational transparency on the organizational ambiguity was significant through both mediation of experience documentation (0.43) and employee synergy (0.36). Based on the results obtained, the mediating effect of documenting experiences was greater than that of staff synergy. The direct effect of organizational transparency on the organizational ambidexterity was more than the indirect effect. Therefore, e-readiness, although having a significant effect on the organizational ambiguity, is enhanced by the intervention of two mediating variables. Thus the application of organizational transparency of the youth and sports departments can lead to a higher performance when integrated with the HRM system.
Abstract
Summary
The purpose of this work was to identify and model the factors affecting the branding of the personality traits of the volunteers in the sports events. The approach of the present research work was qualitative, and in terms of purpose, it was a developmental research that was conducted using ...
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The purpose of this work was to identify and model the factors affecting the branding of the personality traits of the volunteers in the sports events. The approach of the present research work was qualitative, and in terms of purpose, it was a developmental research that was conducted using the grounded theory. The findings showed three factors as the causal conditions, five factors as the contextual conditions, and six factors as the intervening conditions for the branding personality traits of the sports volunteers in the Iranian sporting events. It is suggested that in order to brand the personality of the sports volunteers, great importance should be given to the behaviors of the volunteers, and efforts should be made to promote their individual and social behavior.
Introduction
Nowadays, branding for sports personalities has increased, and branding different products has become very important. This type of branding also has many advantages for the personalities that have been shown in various studies (1). If the sports volunteers work to strengthen their brand and put a good and lasting image of themselves in the minds of the sports managers, not only will they never be forgotten but they can continue to shine and last for many years at the sporting events. Therefore, considering the importance of branding the personality traits of sports volunteers, creating a favorable image of the sports volunteers to sports and guidance available to the managers of the sports institutions and organizations to select sports volunteering will help, this work seeks to analyze the factors affecting the branding of personality traits of the volunteers in the sports events.
Methodology and Approach
The approach of the present research work was qualitative, and from the viewpoint of purpose, it was of the type of developmental research, which was done by the grounded theory method with the approach of Strauss and Corbin. In this research work, a systematic method attributed to Strauss and Corbin was used in order to analyze the data. The systematic method itself has the three main stages of open coding, axial coding, and selective coding (2). This method is used when there has not been much research work in this field before, and there is no specific pattern for it, and the existing patterns do not help to solve the problem (3). The data collection method was the semi-structured interviews. The interview process was conducted with 15 experts including the organizers of the sporting events, the people who had volunteered at the sporting events, and the professors who specialized in branding. The sampling method was snowball, and continued until the theoretical saturation of the data. Half of the interviews were conducted in person, and the other half through WhatsApp cyberspace and recording and sending voice in such a way that the questions were asked and the interviewer recorded and sent his explanations. In order to prevent bias in the analysis of the qualitative data and research validity, two independent coders were used, and finally, based on the internal agreement of the two coders, the categories and codes were categorized. It is worth mentioning that the interviews were as follow: with 6 professors of sports management who were specialized in sports marketing, with 2 professors of sports psychology to give complete information about the internal angles and personality, 5 organizers of the sports events who had a history of supervising all competitions, chairing the volunteer committee and chairing the public relations, and advertising committee, and with 3 people who had a history of volunteering in at least two university sports events.
Results and Conclusion
As a general conclusion, it should be noted that the sports volunteers, despite the fact that they may be considered insignificant and their personality issues are not taken into account, it is clear that the volunteers are an integral part of the sports and sporting events, so their personality traits should be considered. It is suggested that in order to brand the personality of the sports volunteers, great importance should be given to the behaviors of the volunteers, and efforts should be made to promote their individual and social behaviors. Since the contextual conditions also has the greatest role compared to the causal and intervening conditions, attention to them is also a priority. Since the intervening conditions play the most important role in determining the strategies, it is suggested that in order to improve the level of the sports volunteers, to promote public and professional relations, their individual characteristics such as personal ability, knowledge, and skills should be considered. It is suggested that in order to brand the personality of the sports volunteers, great importance should be given to the behaviors of the volunteers, and efforts should be made to promote their individual and social behaviors. Since the contextual conditions also has the greatest role compared to the causal and intervening conditions, attention to them is also a priority. For this reason, before holding the sporting events, the training classes should be held, and each sports volunteer should be employed in different parts according to their abilities in order to increase the efficiency of the sports volunteers. It is also suggested that the best volunteers promote the sporting events to boost their morale and motivate other volunteers to higher positions in the subsequent events or to be introduced to the international events such as the Olympics and the Asian Games, which attract the volunteers from all over the world. Use the sports volunteers with a positive track record in the future events but not just as a volunteer force. Rather, give them a more formal authority to encourage the other sports volunteers to promote them. It is also recommended that there is a constant communication with the candidates, give people a professional personality, and apply their viewpoint, and certification and scoring should be on the agenda. It is in this way that the spirit of volunteering is institutionalized in the society and sports of the country.
Abstract
Summary
Considering the importance of talent identification in the championship sports, and the key role of the environment in this process, the present work examines the talent development environment in football with the Athlete Talent Development Environment (ATDE) model approach. The method was ...
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Considering the importance of talent identification in the championship sports, and the key role of the environment in this process, the present work examines the talent development environment in football with the Athlete Talent Development Environment (ATDE) model approach. The method was descriptive-survey, applied and field in terms of type, purpose, and method, respectively, which were analyzed using the SPSS20 and Smart PLS3 software. According to the findings, the talent development stage was the most important stage of this process, which required a lot of coordination between all its dimensions in order to develop the talent identification process.
Introduction
Many sports science research works in the field of anthropometric, physiological, motor behavior, and psychological dimensions have been done in different sports, and different models have been introduced with the above scientific approaches. However, the success of these models depends on the environment in which the talent development takes place (1). Therefore, it is necessary to examine this issue with the approach of human resource management (2). In this research work, using the dimensions of the ATDE model, the talent identification process was investigated in the three stages of talent emergence, growth, and support, respectively.
Methodology and Approach
This research work was descriptive-survey in terms of type, method, and purpose. It was field and practical. The statistical population was all experts in the first division of the national football league, provincial leagues and grassroots teams (with at least 5 years of experience), and the sampling method according to the corona pandemic quarantine was unlikely and purposeful. The statistical sample was determined based on the first rule of Barclay et al.'s (1996) method with 10 times the family dimension indices that had the highest index among the dimensions of the measurement model, equal to at least 100 people (3). The research instrument was adjusted using the main dimensions of the model of Henriksen et al. (2010) and Goharrostami et al. (2017) with 13 dimensions and 66 items, according to the Likert value range (1, 4). The structural validity was confirmed by the heuristic and confirmatory factor analysis, face validity by 16 experts, and reliability by the Cronbach's alpha coefficient (α = 0.75). Considering the probability of loss, 235 questionnaires were distributed, and after collection, 200 complete questionnaires were analyzed. The exploratory factor analysis was used in the SPSS20 software in order to determine the dimensions. Due to the results of skewness and elongation test based on abnormal distribution and also a relatively small number of samples, in order to check the validity of the structure and dimension analysis, the method of confirmatory factor analysis was used in Smart PLS3.
Results and Conclusion
The results obtained showed that the talent growth factor (3.78), talent emergence (3.57), and talent support (3.34) had the highest priority, respectively. Also the results of confirmatory factor analysis showed that in the talent growth factor, the dimension of coaches (0.94) based on the factor of talent emergence, the family dimension (0.91) and in the factor of talent support, the dimension of experts (0.92) had the greatest impact in explaining the development of the football talents. Given the priority of the growth phase in the talent environment, it can be said that in order to provide the necessary conditions for the development of the football talents, the club should focus more on the talent growth factor more than the emergence and support of football sports talent. Many factors such as the facilities, training and coaching, coaching style, camps, and logistics competitions are involved at this stage and the talent development environment as the main and complementary stage in the talent search process, regardless of the strong need for economic resources and management factors, requires attention, and it is more precise planning. In addition, the impact of important dimensions such as family, coaches, and professionals at each stage of talent development planning indicates the high need for parent-club interaction and experts in the development of the most important human capital.
Abstract
Summary
The main goal of the sports managers is the effective and optimal use of various resources and facilities of the organization such as the human and material resources, types of tangible, and intangible capital and information.The purpose of this work is to design a model of talent management ...
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Summary
The main goal of the sports managers is the effective and optimal use of various resources and facilities of the organization such as the human and material resources, types of tangible, and intangible capital and information.The purpose of this work is to design a model of talent management and succession with a meritocracy approach in the general departments of sports and youth.
Introduction
Creating a competitive advantage and a talented and competent workforce is one of the basic requirements of the organizations in a rapidly changing world. Hence, the talent management has become a vital issue for the organizations. The evolution of talent management began in the late 19th century, and created a new attitude in the organizations towards the individuals and employees. In addition, the competitive advantage of human resources to achieve the best results for the organizations was created, and the need to hire, develop, and retain talent for organizational success for the managers was raised as an important management priority (1). On the other hand, succession management assures an organization where the capable and experienced people are selected to manage the organization (2). One of the tools of talent management is succession breeding, which provides the qualified and talented personnel for the key positions in the organization (3).
Methodology and Approach
The method of the present work was qualitative based on the data theory approach, and based on the Strauss and Corbin model. The statistical population of the work included the management and sports management specialists, experts, and senior officials of the general directorate of sports and youth, and the non-probability sampling and snowball sampling methods were used to collect the data. In this work, the semi-structured interviews were conducted with 20 experts in order to collect the data until the theoretical saturation was reached.
Results and Conclusion
The results obtained showed that the model of talent management and succession with meritocracy approach had 9 categories and 96 concepts. Also the causal conditions with 20 meanings, interventionist conditions with 15 meanings, contextual conditions with 10 meanings, strategic phenomenon with 9 meanings, and 13 meanings were identified for the outcome of this model.
Abstract
Summary
The purpose of this work was to investigate the effect of talent management on the innovative performance with the mediating role of resilience skills in the General Directorate of Sports and Youth of Fars Province. The statistical population of this work was 150 employees of the General ...
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Summary
The purpose of this work was to investigate the effect of talent management on the innovative performance with the mediating role of resilience skills in the General Directorate of Sports and Youth of Fars Province. The statistical population of this work was 150 employees of the General Department of Sports and Youth of the Fars Province. The results obtained showed that the effect of talent management on the innovative performance with the mediating role of resilience skills in the General Directorate of Sports and Youth of the Fars Province was positive and significant. Therefore, strengthening talent management by the managers will lead to an increased employee innovation and an improved organizational performance.
Introduction
Due to the introduction of the concept of talent management, which in the recent years has been considered by many researchers and scientists in various fields, especially the experts in sports management and management, the use of talents and skills of the members of the organization is very effective. In other words, applying the talent management processes in sports organizations prevents the loss and wastage of the employees' talents and skills, and guides them in line with the goals and mission of the organization. On the other hand, it seems that creating resilience skills for the sustainability and growth of sports organizations is more evident than before, which can be achieved by an efficient use and management of the talented force of the organization despite the lack of other resources (1).
Methodology and Approach
This research work was applied in terms of purpose, and descriptive-correlation in terms of method, and was done as a survey. The statistical population of this work was 150 employees of the General Department of Sports and Youth of the Fars Province. The measurement tools of this research work included the Talent Management Questionnaire (Ahmadi et al., 2012), Resilience Skills Questionnaire (Connor and Davidson, 2003), and Innovative Performance Questionnaire (Eskandarzadeh et al., 2015) (2-4), which were evaluated based on a five-point Likert scale. In order to confirm the validity of the measuring instrument, the content validity, structural validity, and convergent validity were examined. In the content validity review, the opinions of 10 experts in the field of sports management were applied. The confirmatory factor analysis was used in order to evaluate the validity of the structure. The convergent validity was also confirmed by the Smart PLS software (version 3). In order to determine the reliability of the questionnaire used in this work, the Cronbach's alpha criterion and the composite reliability coefficient were used. In this work, descriptive statistics (frequency, frequency percentage, mean and standard deviation and tables) were used in order to organize, summarize, classify raw scores, and describe sample sizes. Also in order to determine the relationship and predict the share and role of the external latent variables in the internal latent variables, the structural equation modeling method with a partial least squares approach was used. In this regard, the SPSS software (version 22) and Smart PLS (version 3) were used.
Results and Conclusion
The results obtained showed that the resilience skills played a minor mediating role between the talent management and the innovative performance in the General Directorate of Sports and Youth of the Fars Province. Considering the impact of talent management on the innovative performance and mediation resilience skills in the General Directorate of Sports and Youth of the Fars Province, it should be said that all organizations require new and innovative ideas for their survival. Innovation can be considered as an organizational change to respond to or influence the external environment. However, it should be noted that talent management is one of the most important factors of production, and a determining factor in innovation. Thus in this way, the opportunities can be provided for the people to show that they can create good ideas and put them into practice. Talent management can easily encourage the people to play a more active role in their work, and go so far as to take responsibility for improving their activities, and ultimately, to the point where they can make key decisions without going to a higher authority. In order to succeed in a complex and increasingly competitive world, it is not enough to have talent and creativity but also to be resilient. Resilience is a kind of resilience of people in the face of environmental problems. Based on the theoretical foundations, it is likely that the resilience skills will be applied to those who are at risk but not disturbed. Therefore, it may be concluded that exposure to risk is a necessary condition of vulnerability but it is not a sufficient condition. According to the results of the present work, the sports organizations can increase the innovative performance of the employees by increasing their resilience. On the other hand, having high resilience skills allows people to use the health problem-solving methods to deal with the problems. When there is a problem with their job, these people try to resist and not give in quickly and overcome the problems with prudence and patience. In fact, for these people, fighting the problems is more of an opportunity than a threat, and this increases innovation in their performance. Finally, according to the results obtained, it is suggested that the managers in the sports offices and organizations, using talented people and forming a think tank to achieve better results, implement a merit-based system in the organization and create an environment for educating people. Pursue their resilience-related skills in line with the organization's innovative and thriving practice because benefiting from talented, resilient, and creative people at the same time can strengthen and make the organization more competitive.
Abstract
Summary
Considering the special nature of university sport events and specific target group participating in the event, managing the volunteers in such events needs to have certain characteristics and meet special needs. The volunteer managers are encouraged to implement Human Resource (HR) practices ...
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Summary
Considering the special nature of university sport events and specific target group participating in the event, managing the volunteers in such events needs to have certain characteristics and meet special needs. The volunteer managers are encouraged to implement Human Resource (HR) practices and models including Human Resource Architecture (HRA) model in working with the volunteers (1). In order to do so, identifying the components affecting the volunteer HRA model will increase the efficiency and effectiveness of volunteer management in the university sport events.
Introduction
Volunteers make up a key component of the human resources, and play a critical role in organizing the university sport events (2). The increasing emphasis on the professional management of volunteers suggests that the human resource management approaches and models have the potential to influence the volunteering outcomes (3). Therefore, implementation of the human resource architecture (HRA) model is recommended in order to help the volunteer managers to achieve the required combination of volunteers with different abilities, interests, and skills (4). Applying such a model for volunteer management requires identifying all the components and factors that can affect the volunteer HRA model, and determine its effectiveness in volunteer management (5).
Methodology and Approach
This study was a field-research in terms of the data collection methods, and fundamental and applied according to the application. The studied population was the experts in the field of human resource management, volunteering, and university sports, and 19 people were selected as the research sample participating in the research work. The data was collected through semi-structured in-depth interviews. The validity of the research work was confirmed by showing the process of analyzing the interviews to the experts and research reliability in terms of methodology and content; the accuracy of different aspects of research from collection to data analysis was investigated by asking two experts in the field who had no connection to the research work. By their confirmation on the procedures and methods of collecting and interpreting the data, the research audit was approved.
Results and Conclusion
Based on the interviews’ findings, 84 initial codes were obtained, and divided into five main categories including human resource management architecture drivers, human resource management architecture elements, human resource architecture development barriers, human resource architecture strategic systems, and human resource management architecture functions. The results obtained show that implementing the human resource architecture model in managing the volunteers in the university sports events, through the optimal knowledge of the elements and drivers of volunteer human resource architecture, by using the related strategic systems and trying to overcome the barriers in the development of the volunteer HRA model could lead to the achievement of volunteer human resource architecture functions for event stakeholders. Eventually, by maintaining the motivation and commitment of the volunteers, the process of socialization of the volunteers would be facilitated; they would have sufficient expertise and would feel valuable. On the other hand, the findings showed that by improving the performance of the volunteers, the efficiency and effectiveness of the event could be increased, and a more favorable experience of the event would be provided to the participants in the event (including the athletes, coaches, spectators, etc.).
Abstract
Summary
The purpose of this work was to develop a model of factors affecting the glass rock of women's management in the Iranian sports organizations. The research method was the grounded theory with the Glaser approach. The targeted sampling method and the snowball technique were used for sampling ...
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Summary
The purpose of this work was to develop a model of factors affecting the glass rock of women's management in the Iranian sports organizations. The research method was the grounded theory with the Glaser approach. The targeted sampling method and the snowball technique were used for sampling for the in-depth interviews. A total of 13 interviews with experts were conducted, and continued until the research work reached a theoretical saturation and adequacy. The results obtained in order of priority of components were gender, social and cultural characteristics, psychological, organizational and managerial, personality differences, individual and family, and moral and legal, based on which the model of effective factors on the glass rock of women's management in the Iranian sports organizations was developed.
Introduction
The issue studied in the present work was why, although women make up half of the society's human resources and have the potential to increase the level of productivity of the society, their presence in the management jobs of the society, especially Iranian sports organizations, is insignificant. Due to the importance of the issue and in order to help the women sports community of our country, it is necessary to try to identify and eliminate the factors affecting the glass rock of women's management in the Iranian sports organizations. In this way, while identifying its causes, trying to take a deep and comprehensive look to provide the effective solutions, the bed of this rock is broken, and we see a more prominent presence of women in the middle and higher levels of management of our country's sports organizations in Iran.
Methodology and Approach
The research method applied in this work was a mixed explorative one (qualitative and quantitative). In the qualitative part of the research work, in order to present a systematic and schematic model (outline) of the findings from the coded data, the approach of grounded theory proposed by Glaser (1998) was used. The data was collected in the qualitative part using the interviews and reviewing documents, and in the quantitative part, using a questionnaire taken from the research model. The statistical population in this work included the senior managers of the Ministry of Sports and Youth, and presidents and members of federations and senior managers of the Department of Sports and Youth, National Olympic Committee and faculty members in the field of sports management, senior, middle, and operational managers of the Iranian sports organizations and club managers. After conducting 13 in-depth and semi-structured interviews with the statistical population of the research work, the main categories were extracted after completing the coding process. The purposeful and snowball sampling continued until a theoretical saturation. The reliability of the interviews was confirmed by the percentage of agreement within the topic. The data analysis results were obtained using the MaxQda qualitative analysis software in the three stages of open, axial, and theoretical coding. Then in the quantitative part, a questionnaire was distributed to 40 people among the sports professionals and elites, and the Friedman analysis of variance was used to rank the dimensions.
Results and Conclusion
In this work, the general framework of factors affecting the glass rock of women's management in the Iranian sports organizations was categorized including seven components, according to their prioritization and gender characteristics, social and cultural factors, psychological factors, organizational and managerial factors, personality differences, individual and family factors, and moral and legal factors. This analysis showed that these factors played a role in the formation of glass rock. It also indicated that the determinants were not necessarily related to one of the features, and were present in all features. Based on the presented model, it was identified that there were many obstacles to the advancement of women. These obstacles could be in the organizational, social, legal and political, cultural, economic, environmental, and media contexts. These barriers affect women's managerial roles, women's family responsibilities, and personality traits and psychology, which create a social pressure. These barriers create job interactions and interactions. These actions and interactions become two categories of individual and organizational barriers that individual barriers include lack of trust and self-confidence, inability to separate the family and organization environment, lack of risk-taking, fear of criticism, fear of accepting responsibility and organizational barriers including disability in networking, lack of authority in decision-making, lack of long-term vision and the reduction of communication links that the interaction of all these barriers leads to a gender-biased attitude in sports organizations, which has consequences including decreased motivation for progress, reduced job responsibility, negative community attitudes toward women, male-dominated attitudes, traditional attitudes toward women, unequal opportunities, gender inequality, and gender perspectives; all these obstacles are somehow an obstacle for women to progress and reach high managerial positions. It seems that in order to play the role of female managers in the country's sports, one of the key points to convince the top appointing authorities in sports is that based on the evidence, women have special, more, and better abilities in some soft skills such as human resource management and organizational behavior, which in today's conditions, these skills are required more than ever by the sports organizations in the country. The main goals based on achieving a proper performance were effective strategies and functional capabilities. This helps to understand how and why gender is important in the social and organizational process related to sport. However, beyond this theoretical fact, there is a truth rooted in the social, cultural and historical ideas and beliefs that link the concept of management with the concept of masculinity, and the first image that comes to mind from the manager is the concept of man. On the other hand, the presence of women in the sports organizations provides the basis for the development of a healthy culture and ethics. In general, it can be said that from the past until now, women's participation in sports decision-making and management of the country has been in an unfavorable situation, and its improvement in the future has gained a favorable momentum. The results of this research work can help the women's sports community of the country to shape a more favorable future for them.
Abstract
Summary
The aim of this work was to investigate the effect of psychological empowerment on the attracting donors with the mediating role of creativity of the sports managers. The present work was a descriptive-correlational study of structural equation modeling. The statistical population of this work ...
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Summary
The aim of this work was to investigate the effect of psychological empowerment on the attracting donors with the mediating role of creativity of the sports managers. The present work was a descriptive-correlational study of structural equation modeling. The statistical population of this work was the managers and deputies of the sports organizations including the General Directorate of Sports and Youth of Tehran Province, heads and public relations officials of sports federations, and managers and sports officials of Tehran Education Organization, who included 266 people. The results of the structural equations showed that the effect of psychological empowerment on creativity, the effect of creativity on the attracting donors, and the effect of psychological empowerment on the attracting donors were positive and significant. The results obtained also showed that psychological empowerment had an effect on the attracting donors by mediating the creativity of the sports managers. It is suggested that the relevant managers employ creative and innovative manpower in order to promote creativity in the organization.
Introduction
Waqf (Arabic for Endowment) as a source of scientific, cultural, socio-economic services in the society has been favored by the governments since they have not always been able to meet the human requirements (1). Sport plays an important role in the society's health. In order to accomplish the process of sports development in the sports organizations, and to support the government and the people, the presence of donors can be benefited (2). A factor influencing the attraction of donors is psychological empowerment among the sports managers (3). Moreover, one of the conditions of Gerber's intervention is attracting the donors of innovation and creativity (4). Empowering the staff of sports organizations through the role of creativity mediation is expected to play an effective role in the attracting donors as one of the goals of the sports organizations. As a result, the organizations that aim for efficiency and productivity strive to strengthen the attraction of sponsors by strengthening empowerment and creativity. Therefore, this work aimed to investigate the effect of psychological empowerment on the attraction of donors with the mediating role of creativity of the sports managers.
Methodology and Approach
The method and approach of this research work was correlational descriptive conducted in the field. The statistical population of this work was 266 managers of the sports organizations including the Department of Sport and Youth of Tehran, the managers and public relations officers of sports federations, and the managers and sports officials of the Tehran Department of Education. The sample of this work consisted of 157 people who, according to the Krejcie and Morgan table, were randomly selected from the relative stratified type to answer the questionnaires of the present work. The research instruments were the Kariminejad Marian (2011) psychological empowerment questionnaire, Afrozeh, Afrozeh and Kameli (2017), and Del Elo and Houghton (2008) (5-7) organizational creativity questionnaires. The inferential statistics were used in order to analyze the data using the SPSS and PLS smart software.
Results and Conclusion
Based on the results obtained, the empowerment effect on the attraction of donors and creativity, and also the effect of creativity on the attraction of donors were positive and significant. Based on the model fit indices, it can be concluded that the model fit is moderate, and the creativity mediation variable has a significant mediating role in the causal relationship of psychological empowerment in the attraction of donors. Considering the effect of psychological empowerment on the attraction of donors and creativity, as well as the creativity on the attraction of donors, it can be suggested to the sports managers to choose the necessary mechanisms to strengthen the psychological empowerment and creativity of the employees. In this regard, it is suggested that the relevant managers involve the employees in the preparation of the organizational vision statement and its goals, accept the constructive ideas, and use the feedback system in order to strengthen psychological empowerment. In addition, to solve the problem, they should use challenging decisions as one of the mechanisms to strengthen the creativity of the employees in the organization to be dynamic to achieve the goals of the organization, attracting donors in this case. In fact, psychological empowerment is one of the effective techniques to increase the employee productivity and optimal use of individual and group capacities to achieve the organizational goals, which in such situations, presenting creativity in the form of team activities leads the organization to continued successes.
Abstract
Summary
The aim of the present research work was to uncover the phenomenological understanding of gender inequalities in sport. The method was qualitative based on the interpretive/hermeneutic phenomenology. The research population included 15 female athletes with athletic experiences from the childhood ...
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Summary
The aim of the present research work was to uncover the phenomenological understanding of gender inequalities in sport. The method was qualitative based on the interpretive/hermeneutic phenomenology. The research population included 15 female athletes with athletic experiences from the childhood to the professional level selected based on a purposeful sampling. The data analysis showed four main themes of female athletes’ lived experiences about gender inequalities including equal opportunities, distributive justice, sovereignty, and social products. Planning to remove the current barriers leads to develop the women sport and talent development up to the professional levels. Finally, the prominent suggestion of the present research work was to design the cultural pattern of women sport.
Introduction
One of the most important inequalities is gender inequality that includes the inequality distribution of wealth, power, opportunity, facilities, and social advantages in different scopes of men and women as well as the behavior reflects of humiliation and exclusion to underrate and stereotyping. The sport institution is a social phenomenon to be present over the society; it influences the institutions of the society as well as its influence on the social conditions. Sport is a key to understand the societies and an introduction to analyze the governing structures in the society. In most of the societies, the sport activities are male-dominated, and subsequently, the facilities are specific to men. Therefore, sport is a gender-based activity. There are different factors involved to define the gender inequalities in Iran. The aim of the present research work was to find a phenomenological understanding of the gender inequalities in sport.
Methodology
The method was qualitative based on phenomenology, and the sampling was purposeful based on a homogenous approach. The main aim of the phenomenology method is to understand the core structure of lived experiences, and it is a kind of philosophical method based on the conscious direct experiences considering phenomena; the direct experiences are described without a theoretical point around the experiences. Holloway and Galvin advice 4 to 40 participants as the sample size. Based on the research purpose “lived experiences about gender inequalities”, the research population included 15 female athletes with athletic experiences to compete in an international level selected based on purposeful sampling. The multiple factors involved were to select the samples: female gender, athlete, long athletic experience, national team membership, age, and different sport fields. The data was collected by semi-structured interviews lasting 40 to 50 minutes per interview. The Glaser’s seven-step method was the concepts out of interviews in terms of 71 codes. In the next step, the codes were classified in specific categories. 15 subthemes were introduced, and finally, four themes were the main themes.
Results and Conclusion
The data analysis showed four main themes of female athletes’ lived experiences about gender inequalities. Unequal gender opportunity: Unequal gender opportunity is one of the key concepts of female athletes’ lived experiences about gender inequalities. The subthemes included unequal opportunities of education, leisure, access, exercise, finance, growth, and employment. The women’s opportunity in sport is not comparable with the men. In fact, the government devotes more resources and facilities to men, and it causes to keep on inequality. In order to create equality, two approaches are suggested: 1) neutral approach to have no gendered discrimination. Therefore, there is no difference between men and women to benefit the resources 2) gender concentration approach to have an equal insight considering national condition, and sometimes focus on women sport more than men to decrease inequality and discrimination. Gender equality infrastructure: In the developing countries, equality is an inaccessible concept in the scope of women sport. Such shortages are more apparent in Iran due to the social and cultural conditions. Justice is to provide all opportunities, planning, facilities, and condition equally without gender discrimination. In the seventh national development plan, the women sport development has been considered. Gender abnormality: Female athletic performance is influenced by outfit, physically and mentally. The only socialization factor in relation with gender inequality is media. Gender discrimination is reflected in media. No media coverage of women sport increase gender inequality. As Bourdieu quoted, the women are faced with media censorship, and the worst kind is visible in TV. Gendered social barriers: Gendered social barriers include unequal social relations and social inequality increase. The cultural problems are stereotypes such as ridicule, social insult, and humiliation words. The female athletes do not have enough social security. The gender harassment is possible. Therefore, a lack of mental security is observable. On the inequality decrease path, the policy-makers and the government have a vital role to create equality and freedom: equal employment opportunity based on competency, women sport support, and equal rewards and payments. These can develop women motivation and their achievements in the international level. The Iranian women attendance in the international completions can promote the Islamic-Iranian culture, and it can be symbolized as Islamic ambassadors to present a nice image of Islam.
Abstract
Summary
The purpose of this work was to determine the effect of kinship on the organizational performance with the mediating role of human resource management in the staff of the Ministry of Sports and Youth. The present work was a descriptive survey based on the structural equation modeling. The results ...
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Summary
The purpose of this work was to determine the effect of kinship on the organizational performance with the mediating role of human resource management in the staff of the Ministry of Sports and Youth. The present work was a descriptive survey based on the structural equation modeling. The results of the Pearson correlation test showed that there was a highly positive and significant correlation between all the variables. Also, the results of the structural equation analysis showed that all the proposed research paths had a significant effect. Therefore, by preventing nepotism and partisanship, the conditions could be created to attract the committed employees.
Introduction
The importance of human resource management in an organization is because it has different tasks. If the human resource management performs its duties properly, it can be considered as a competitive advantage for the organization. Therefore, it can be said that understanding the components of kinship in the field of human resource management encourages the managers and officials to become more familiar with this phenomenon in order to improve the organizational performance of their employees. Therefore, the main purpose of this work was to investigate the effect of kinship on the organizational performance with the mediating role of human resource management.
Methodology and Approach
The present work was a descriptive survey based on the structural equation modeling. The statistical population of the present work included all the managers and employees of the Ministry of Sports and Youth in 1399. Due to the limited statistical population and the possibility of non-response due to busy work, the statistical sample was determined using the Morgan table of 300 people, who were randomly selected and distributed among all those who were satisfied to complete the questionnaires. Finally, 263 correct questionnaires were obtained and selected as a statistical sample. The tools used in this work included three standard questionnaires: the kinship questionnaire, the organizational performance questionnaire, and the human resource management questionnaire. The face and content validity was confirmed by the sports management professors, and the reliability was confirmed by Cronbach's alpha with 0.93.
Result and Conclusion
The results of the Pearson correlation test showed that there was a highly positive and significant correlation between all the variables. Also, the results of the structural equation analysis showed that all the proposed research paths had a significant effect, among which, kinship on the human resource management with an impact factor of 0.34, kinship on the organizational performance of 0.41, and human resource management on the organizational performance of 0.53 was effective. Based on the findings of the present work, it can be concluded that the managers can prevent the kinship and partisanship to attract the employees in an organization, increase the conditions for organizational commitment, increase the employee confidence, improve the organizational culture, and provide the growth of the organization. Finally, it is recommended to try to balance the needs and desires of the relatives to avoid falling into the trap of relationshipism in order to avoid reducing the creativity and innovation of the employees and managers, considering the negative consequences that kinship has for the organization and society.
Abstract
Summary
The purpose of the present research work was to study the effect of the managers’ coaching skill on the physical education teachers’ feedback-seeking behavior with the mediating role of emotional trust. This research work was a survey, and 243 physical education teachers in the Golestan ...
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Summary
The purpose of the present research work was to study the effect of the managers’ coaching skill on the physical education teachers’ feedback-seeking behavior with the mediating role of emotional trust. This research work was a survey, and 243 physical education teachers in the Golestan province answered the three questionnaires of coaching skills, emotional trust, and feedback seeking behavior. The results obtained indicated that the managers’ coaching skill had a positive and significant effect on the emotional trust and feedback-seeking behavior. The results obtained showed that the effect of emotional trust on the feedback-seeking behavior was positive and significant. The effect of the managers’ coaching skill on the feedback-seeking behavior with the mediator role of emotional trust was not confirmed.
Introduction
Enhancing the feedback seeking behavior in the employees allows them to use multiple sources of information to seek additional information about their performance (1). One of the factors that can affect the employee feedback seeking behavior is the coaching skills of managers (2). Anssel et al. (2015) have stated that the development of the feedback seeking behavior through coaching skills strengthens the working relationships, and develops the employees' social interactions. Having open communication between the employees allows them to use others as a reliable source of feedback, and use their suggestions to perform tasks (3). On the other hand, the managers' coaching skills are among the things that can lead to positive actions by the managers towards the employees. In fact, the coaching skills of the managers is a kind of benevolent leadership that can strengthen the positive feelings of the employees through the level of concern and care of managers towards their subordinates. Sensitivity to the employee performance and well-being, more attention to employee growth and development, and creating a supportive atmosphere in the organization by managers while increasing the atmosphere of trust in the organization will strengthen the positive job behaviors such as the feedback seeking behavior (4).
Methodology and Approach
This research work was of survey type. The population of the present study consisted of all physical the education teachers of the Golestan Province (N=655 teachers), which according to the Cochran formula, 243 persons were selected as the sample size by the cluster sampling method and answered the questionnaires of coaching skills (Park et al., 2008), emotional trust (McAllister, 1995), and feedback seeking behavior (Moss et al., 2003). The content validity of the research questionnaires was confirmed by 5 PhDs in sports management, and their reliability in a pilot study was estimated to be 0.79, 0.87, and 0.84, respectively, which indicated the stability of the measurement tool. Data analysis was performed in the two descriptive and inferential ways. For this purpose, the SPSS software (version 22) and the Smart software (version 3) were used.
Result and Conclusion
The results of the work indicated that the managers’ coaching skill had a positive and significant effect on the feedback-seeking behavior (t = 4.048, β = 0.317). Another finding of the research work showed that the managers’ coaching skill had a significant effect on the emotional trust of the physical education teachers (t = 35.568, β = 0.830). Another part of the research work results showed that the effect of emotional trust on the feedback-seeking behavior was positive and significant (t = 8.889, β = 0.589). Finally, the results obtained showed that the effect of managers’ coaching skill on the feedback-seeking behavior of physical education teachers with the mediator role of emotional trust was not significant (t = 1.063, β = 0.018). Based on the results obtained, it can be concluded that the coaching skills of managers can have positive consequences such as developing emotional trust among the physical education teachers and increasing their feedback seeking behavior. Creating open communication channels in schools by the principals in order to share the ideas and opinions between the teachers and principals, more attention by the managers to the job expectations of physical education teachers, develop collaborative decision-making between the principals and physical education teachers, and provide appropriate feedback on the performance of these teachers based on the functional facts, and mutual respect are recommended.
