behzad azizi; Mahmoud Fazel Bakhsheshi; MARZIYEH KHALIFEH SOLTANI
Abstract
Objective: The current research examined the relationship between green human resource management and organizational sustainability of employees of sports and youth departments in Sistan and Baluchestan province with the mediating role of green organizational culture.Methodology: This research method ...
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Objective: The current research examined the relationship between green human resource management and organizational sustainability of employees of sports and youth departments in Sistan and Baluchestan province with the mediating role of green organizational culture.Methodology: This research method was applied, and descriptive correlation was used for different purposes. The statistical population included all the employees of the sports and youth departments of Sistan and Baluchestan province, which were 255 people. The statistical sampling method was the total number, and the same number of questionnaires were distributed among the statistical sample. after the distribution of the questionnaires, 223 questionnaires were returned. To collect data, questionnaires on green organizational culture Wang (2019), green human resource management Zaid et al. (2018), and organizational sustainability Yong et al. (2019) were used. The amount of face and content validity was confirmed using the opinions of sports management specialists. The structural equation modeling method was used to analyze the data.Results: The results confirmed the suitability of the proposed model. The results indicated the positive and direct effects of green human resource management and green organizational culture on organizational sustainability. Another research finding showed that green human resource management positively and significantly affects green organizational culture. Also, the positive and indirect effect of green human resource management through the mediation of green organizational culture on organizational sustainability was shown.Conclusion: One way to ensure the sustainable development of sports organizations is to pay attention to green human resources and rely on green organizational culture.
MAHBOUBEH Naghavi
Abstract
Objective: The present research was conducted to design a brand development model for human resources in sports organizations (case study: managers of sports and youth departments in Tehran province).
Methodology: According to the data collection method, the research was sequentially exploratory. The ...
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Objective: The present research was conducted to design a brand development model for human resources in sports organizations (case study: managers of sports and youth departments in Tehran province).
Methodology: According to the data collection method, the research was sequentially exploratory. The statistical population of the research in the qualitative part included 20 academic experts, senior managers, and sports assistants of the sports and youth departments of Tehran province. Sampling was done using non-probability and snowball methods. In the quantitative part, the statistical population includes the middle managers, who are the employees of the sports and youth departments of Tehran province and the heads of sports teams of Tehran province. According to Morgan and Karjesi's table, 270 were selected by random stratification. The research tool was a semi-structured interview in the qualitative part and a researcher-made questionnaire in the quantitative part. The face and content validity of the questionnaire were confirmed by university professors who are familiar with the subject of the research. The reliability of the questionnaire was calculated through Cronbach's alpha coefficient, and the reliability of the questionnaire was reported (α=0.883). Finally, the structural equation model was used to design sports organizations' human resources brand development model.
Results: Data analysis identified 128 primary codes, 15 sub-categories, and four main categories. The results showed that the human resources brand development model in sports organizations can be formulated by considering the factors of human resources brand development at four macro levels: macro, micro, individual, and organizational.
Conclusion: Based on the results of the research, sports organizations must empower human resources to shape the personal brand of sports managers, which includes Technical skills, human skills, social communication competence, human resource performance evaluation, perceptual and communication skills, training and development of human resources, psychological skill, satisfaction and commitment of human resources, organizational leadership, organizational justice, organizational culture, internal branding, specialized competencies and pay special attention to individual merits. The findings of this research show that the human resources brand development model in sports organizations can improve the meritocracy of sports managers, improve the performance of managers, and gain a competitive advantage for sports organizations.
Marziyeh Dehghanizadeh; Heidar Hosseini
Abstract
Objective: Deviant behaviors of employees such as bullying at workplace have many negative consequences for employees, groups and organizations; therefore, the purpose of present study was to investigate role of servant leadership and resonant leadership to reduce employees' perceived bullying, considering ...
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Objective: Deviant behaviors of employees such as bullying at workplace have many negative consequences for employees, groups and organizations; therefore, the purpose of present study was to investigate role of servant leadership and resonant leadership to reduce employees' perceived bullying, considering effect of organizational compassion and employees' social cynicism beliefs in General Directorate of Sports and Youth of Yazd Province.
Methodology: The current research was applied in terms of purpose and descriptive-survey in terms of data collection. Statistical population of present study was all employees of General Directorate of Sports and Youth of Yazd Province (150 people), sample size of which was 110 people, who were selected by simple random method. Data collection tools were standard questionnaires including servant leadership and social cynicism beliefs of Ahmad et al. (2022); resonant leadership of Ali and Kashif (2020); organizational compassion of Koon (2022); employees' perceived bullying of Lu et al. (2022). Factor load, convergent and divergent validity indices were used to measure the validity, and the reliability of the research instrument was also evaluated using Cronbach's alpha and composite reliability methods. Analysis method used, structural equation modeling technique.
Results: The findings of research showed that organizational compassion had a mediating role in impact of servant leadership on bullying at workplace, and organizational compassion had a mediating role in impact of resonant leadership on bullying at workplace, but social cynicism beliefs of employees did not have a moderating role in the impact of organizational compassion on bullying at workplace.
Conclusion: According to the results of research, it is possible to reduce consequences of bullying at workplace with approach of positive business ethics such as servant leadership style, resonant leadership style and organizational compassion.
malihe eslami; Mohsen Vahdani
Abstract
Objective: The objective of this research was to design a needs assessment model for physical education teachers.
Methodology: The research method used in this study was qualitative (content analysis and theme analysis) and applied. The research consisted of two parts: analysis of key transformative ...
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Objective: The objective of this research was to design a needs assessment model for physical education teachers.
Methodology: The research method used in this study was qualitative (content analysis and theme analysis) and applied. The research consisted of two parts: analysis of key transformative documents (national curriculum and fundamental transformation document of education) and interviews with experts and specialists in the field of physical education, measurement and evaluation, and education (professors from national universities and the University of Frahangian), experts and managers (current and retired officials from the Ministry of Education at the provincial level), and physical education teachers (exemplary department heads, current and retired teachers). The selection of the sample in the analysis of the content of transformational documents was purposeful and in the experts' section it was non-random.The research tool was semi-structured interviews. Data were analyzed using coding techniques with MAXQDA 20 software. The validity and reliability of the research were ensured through harmonization, including multiple methods (content analysis of documents and interviews), multiple sources (professors, managers, experts, teachers, etc.) , and multiple coders (two coders).
Results: In total 8 Global themes, 29 organized themes, and 115 basic themes were identified. Pedagogical knowledge of physical education, technological knowledge, structural knowledge, research knowledge, specialized knowledge, professional knowledge, and transformative documents are among the most important subjects that should be considered in the training of physical education teachers.
Conclusion: It is suggested to the trustees of the Ministry of Education to change the educational goals and topics of physical education teachers based on the needs identified in this research. It is also suggested that Farhangian University should revise the curriculum headings of "Physical Education Secretary" based on these needs.
Naz Mohammad Vahedi; Hamidreza Ghezelsefloo
Abstract
Objective: The purpose of this research was to study the effect of managers' coaching skill on job engagement of staff in sports and youth organization with the role of a mediator of job crafting.
Methodology: This research is practical and was carried out through using the survey research method. All ...
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Objective: The purpose of this research was to study the effect of managers' coaching skill on job engagement of staff in sports and youth organization with the role of a mediator of job crafting.
Methodology: This research is practical and was carried out through using the survey research method. All employees of the sports and youth organizations of Golestan province were participants of this study (230 people). By using Cochran's formula, the sample size of the research was estimated to be 145, and their selection was done by cluster random sampling method. The research data collection tools included questionnaires of job engagement (Shuck et al., 2016), managers' coaching skill (Han, 2016) and job crafting (Sora et al., 2018). The validity of the questionnaires was confirmed by five PhDs in sports management and in a preliminary study, the results of Cronbach's alpha test showed that the reliability of the questionnaires used was acceptable. The analysis of the collected data was done descriptively (mean and standard deviation) and inferentially (structural equation modeling).
Results: The results showed that managers' coaching skill has a positive and significant effect on the job engagement of sports and youth organizations’ staff. Also, the results of the research showed that the effect of managers' coaching skill on the job crafting of staff in sports and youth organization is positive and significant. Finally, the effect of managers' coaching skill on the job engagement of sports and youth organizations’ staff with the mediator role of job crafting was confirmed.
Conclusion: Based on the findings of this study it can be concluded that managers of sports and youth organizations can increase their staff job engagement by using coaching skills and developing staff ability of job crafting in their jobs. Therefore, putting up the programs related to coaching in the human resource management development programs of sports and youth organizations is suggested.
Muthana Mohammad Nasravi; Seyed Mohammad Kashef; Mohsen Behnam
Abstract
Objective: The current research aimed to explore the components of sports marketing capabilities of Iraqi football human resources.
Methodology: This research was conducted with an exploratory nature to expand the existing knowledge and understanding of human resources marketing and earning capabilities. ...
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Objective: The current research aimed to explore the components of sports marketing capabilities of Iraqi football human resources.
Methodology: This research was conducted with an exploratory nature to expand the existing knowledge and understanding of human resources marketing and earning capabilities. A qualitative research method was used. The statistical population of the research was the managing directors and marketers of the clubs, members of the marketing committee of the football federation, university professors, and doctoral students of sports marketing in Iraq. In this research, the within-subject agreement method was used to calculate the reliability of the conducted interviews. The results showed that the total number of codes in these three interviews is 19, and the number of agreements is 7. Moreover, the agreement coefficient was 0.73.
Results: Based on the model derived from the qualitative data, the findings showed 76 open codes, 11 core codes, and three selective codes (capabilities of athletes and coaches, capabilities of managers and employees, capabilities of supporters and fans) in the capabilities field. The human resources marketing of the Iraqi Football Federation was identified.
Conclusion: By having supporters and fans with high commitment and interest, it is possible to improve the sports marketing of the Iraqi football workforce and help the growth and development of this field. It is suggested that the Iraqi Football Federation, according to the model identified in the current research, conduct marketing through the capabilities identified in this research.
Khadije Mashadnejad; Hassan Bahrololoum; Mansoureh Mokaberian
Abstract
Objective: The current study was conducted with the aim of the effect of love of sport on the loyalty of sport fans with the mediating role of emotional experiences.
Methodology: The research method was descriptive-correlation and cross-sectional in terms of time. The statistical population included ...
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Objective: The current study was conducted with the aim of the effect of love of sport on the loyalty of sport fans with the mediating role of emotional experiences.
Methodology: The research method was descriptive-correlation and cross-sectional in terms of time. The statistical population included fans of volleyball, basketball, horse riding, and football sports teams of Golestan province, and 285 people were selected by convenience sampling by calculating at least 2 and at most 10 times the number of questions. Data collection tools were standard questionnaires: The Love of Sport by Bang et al. (2008), The Loyalty of Fans by Abolhasani (2015), and Emotional Experiences by Prayag et al. (2013). The face and content validity of the questionnaires were evaluated and confirmed from the opinions of 10 sports management professors and construct validity using model fit indexes. Cronbach's alpha method and composite reliability were also used to calculate reliability. Data analysis by structural equation model in Smart PLS software was done.
Results: The results showed that love of sport has a positive and significant effect on the loyalty of sports fans and emotional experiences. In addition, emotional experiences had a positive and significant effect on the loyalty of sports fans. Also, the results showed that emotional experiences play a mediating role in the relationship between the love of sport and the loyalty of sports fans.
Conclusion: Therefore, based on the research results, it can be said, that by increasing positive emotional experiences and increasing people's love of sport, their loyalty to sports teams can be improved.
Amir Orly; Mahdi Talebpour; Javad Mohammad Khani; Vahid Saatchian; Saeed khayatmoghadam
Abstract
Objective: The aim of the current research was to identify the factors influencing the development of the productivity of human capital of the fire department and safety services through sports activities in the metropolis of Mashhad.
Methodology: The current research is practical in terms of its purpose ...
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Objective: The aim of the current research was to identify the factors influencing the development of the productivity of human capital of the fire department and safety services through sports activities in the metropolis of Mashhad.
Methodology: The current research is practical in terms of its purpose and in terms of the nature of the research, it is in the category of exploratory research, which was carried out using a mixed (qualitative-quantitative) method. The statistical population of the qualitative part included sports managers of Mashhad metropolis, managers of the fire department and safety services of Mashhad metropolis, professors of sports management and experts in the concepts of human capital productivity. In the quantitative part, the statistical population included all the employees of the fire department and safety services of Mashhad metropolis. The method of data analysis was used in the qualitative part, foundational data theory and to provide a quantitative model of structural equation modeling with SmartPLS version 3 software.
Results: The findings showed that the effective factors on the development of human capital productivity through sports activities include 47 open codes in the form of 9 concepts and two categories of professional factors and motivational-support factors. Also, the findings of the confirmatory factor analysis showed that the identified items and components explain the effective factors on the development of the productivity of the human capital of the fire department and safety services through sports activities in the metropolis of Mashhad, and the conceptual model of the department Quality confirmed.
Conclusion: The productivity of human resources in the fire department and safety services through sports activities depends on many factors and components. Take action and in the next step, in-service training should be done continuously by the best trainers of Iran.
Alireza Bali; Seyed Jafar Moosavi; Azim Salahi Kojour; Farshad Emami
Abstract
Objective: Given the importance of deeply understanding the complex phenomenon of narcissism in sports managers for their success and effectiveness, the main issue of this qualitative research is identifying the dimensions, components, and characteristics of narcissism in senior, middle, and operational ...
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Objective: Given the importance of deeply understanding the complex phenomenon of narcissism in sports managers for their success and effectiveness, the main issue of this qualitative research is identifying the dimensions, components, and characteristics of narcissism in senior, middle, and operational managers of professional sports clubs and organizations responsible for championship sports in Iran. The aim is to design a comprehensive model of narcissism in sports managers, providing a new theoretical and practical framework for understanding and managing this phenomenon.
Methodology: The research method is grounded theory. This study was conducted from March 2023 to August 2023. Participants were selected using the snowball sampling method among professors, researchers, psychologists, consultants, and experienced and successful managers in professional sports clubs and organizations responsible for championship sports across Iran to ensure diversity and richness of data. Data were collected using library studies and in-depth semi-structured interviews with 15 individuals. Lincoln and Guba's (1985) evaluation criteria were used to examine the quality and validate the qualitative results. ،The intra-subject agreement method between two coders was used to calculate the reliability of the interviews, resulting in a reliability coefficient of 91%.
Results: The findings revealed that the narcissism model of sports managers includes positive aspects (leadership and inspirational ability, high self-confidence, motivation and ambition, creativity and innovation) and negative aspects (grandiosity and excessive pride, self-centeredness and disregard for others, intolerance of criticism, dominance, and control, lack of empathy and understanding of others, refusal to accept failure and mistakes).
Conclusion: To leverage the benefits of positive narcissism and prevent its negative consequences, it is essential to provide training in interpersonal skills, emotional management, balanced manager selection, and appropriate supervision. Establishing feedback systems and encouraging collaboration can reduce adverse effects and enhance positive aspects.
Javad Karimi; leila soltanian
Abstract
Objective: This research was conducted to design a human resource management model for the Iranian Bodybuilding and Fitness Federation in the digital age.
Methodology: The methodology employed was qualitative with a thematic analysis approach. Participants included experienced sports management professors ...
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Objective: This research was conducted to design a human resource management model for the Iranian Bodybuilding and Fitness Federation in the digital age.
Methodology: The methodology employed was qualitative with a thematic analysis approach. Participants included experienced sports management professors with relevant educational and research backgrounds and experienced managers and experts from the Bodybuilding and Fitness Federation. Based on theoretical saturation criteria and using purposeful sampling, 14 interviews were conducted. The main research tool was semi-structured exploratory interviews. Feedback was provided to participants, and non-influential narratives were sought to enhance internal validity. Additionally, intra-subject agreement was confirmed.
Results: According to the findings, three prominent and influential indices of the human resource management of the Bodybuilding and Physical Fitness Federation in the digital age include digital culture, digital communications, and managerial processes. The findings indicate that digital culture encompasses technology acceptance, information protection, process advancement, promotion of participatory culture, work flexibility, data analysis capabilities enhancement, and training and awareness. The digital communications index includes components such as network structure, human resource management systems, quality of social media, video conferencing, and online training. Additionally, managerial processes include components such as evaluation systems, monitoring systems, reward and incentive systems, and recruitment and hiring systems.
Conclusion: Based on the findings, human resources personnel should be fully acquainted with digital indices in the modern era. Utilizing online training to enhance the skills of managerial staff and coaches of the Iranian Bodybuilding and Physical Fitness Federation and establishing an internal network for better communication and coordination among federation members can effectively improve human resource management and organizational performance.
Reza Mohamadi; hemat allah bastami
Abstract
Objective: The current research was conducted to investigate the effect of organizational health on the professional ethics of employees with the mediating role of strategic human resources management.
Methodology: The descriptive research method was a correlation type with structural equation modeling, ...
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Objective: The current research was conducted to investigate the effect of organizational health on the professional ethics of employees with the mediating role of strategic human resources management.
Methodology: The descriptive research method was a correlation type with structural equation modeling, and the statistical population included all the employees of the General Directorate of Sports and Youth of Kermanshah province, a total of 238 people. For the necessary sample size, 149 people were selected by simple random sampling using the table of Karjesi and Morgan (1970). The data collection tools were the standard organizational health questionnaires of Hui et al. (1996), Cadozier's professional ethics (2002), and the strategic management of human resources by Chang and Hong (2005). All questionnaires' face and content validity were checked and confirmed with the opinion of supervisors and advisors, considering their standardization and widespread use in many studies, and their reliability was obtained using Cronbach's alpha coefficient above 0.70. Data analysis tools were the Pearson correlation coefficient, structural equation model, and path analysis using SPSS and AMOS software.
Results: The findings showed that in the research sample, organizational health is directly affected by the professional ethics of employees. Also, findings about the effect of strategic management of human resources on professional ethics prove that strategic management of human resources is a significant predictor for the professional ethics of employees. In addition, the results showed that all the correlation coefficients and path coefficients were statistically significant, and organizational health's effect on employees' professional ethics through strategic management of human resources is positive and significant.
Conclusion: Because the General Administration of Sports and Youth play a vital role in developing sports in the country, it needs more attention to professional ethics and its establishment factors, including strategic management of human resources and organizational health. Suppose this organization wants to benefit from growth. In that case, it must have employees and managers who pay special attention to its members' professional ethics, human resources, and organizational health.
