نشریه مدیریت منابع انسانی در ورزش
سال پنجم شماره 1 (پاییز و زمستان 1396)

The purpose of this research work was to identify and analyze the factors affecting the men professional athlete's satisfaction in sport teams based on a systemic approach.
The research method used was descriptive, and the population was 776 Iranian athletes in four sport teams including soccer, volleyball, basketball, and handball, who participated in a superleague. The sample was selected randomly and 360 of them responded to a researcher-made questionnaire. After a literature review, the questionnaire consisted of 86 items on five-value Likert whose face validity was confirmed by 17 sport management specialists and other experts, and their reliability was estimated with Cronbach's alpha ( = α 0.98). The data was analyzed through factor analysis with orthogonal rotation, Freedman, and Sign tests.
Findings showed the structure of men athlete's satisfaction including antecedents, processes, outcomes, and correlate factors that were detected from the athlete's satisfaction variance, respectively. Also the outcomes and process factors had high priorities in fulfilling the athlete's satisfaction. On the other hand, the life quality, personal performance, organizational processes, and work life quality criteria had high variance in the athlete's satisfaction, respectively. Among the items, commitment and loyalty, cohesion and citizenship behavior, social support by fans and media, and club services had high priorities in fulfilling the athlete's satisfaction.
The personal and group processes and outcomes have high importance in fulfilling the athlete's satisfaction but the outcomes are more influenced by environmental factors. Thus club and team processes are very important in athlete's satisfaction.

The purpose of this research was to determine the relationship between organizational socialization and player’s psychological commitment to football teams of Isfahan.
The research method of present study was correlative - descriptive according to type and functional according to aim that data gathering was conducted in survey method. The statistical population of this study was all of players of Isfahan’s premier league and Asia Vision league (N=300). By using of Krejcie and Morgan table was assigned 169 people as research sample that they were selected by using of random sampling method. Research measurement tool was two standard questionnaires include Jones’s organizational socialization questionnaire (1986) and Mahoney's psychological commitment to team questionnaire (2000) that their validity and reliability after evaluation were confirmed. Also for analyzing the data used of descriptive statistics methods (i.e. Tables and graphs) and inferential statistics methods (i.e. Pearson correlation coefficient, one-sample T test and multiple linear regression).
Results showed that there was a significant correlation between organizational socialization and its components (formal, collective, individual, serial, and disjunctive socialization) with psychological commitment to team, but there wasn’t any significant correlation between informal socialization and psychological commitment to team.
according to research results can say that in order to increase psychological commitment to team in players and newly-added members of team, managers and authorities of Isfahan football teams should provide socialization process for them.

The aim of this work was to study the effect of talent management on the human resource productivity and innovation in the Youth and Sports Department in the East Azarbaijan province.
This research work was a descriptive survey. The statistical population included the employees of the Youth and Sports Department in the East Azarbaijan province. According to the limited population size, the population was considered as the sample size (N = n). After determining the validity and reliability of data collection, the Armstrong Talent management questionnaire (2006), human resource productivity, and Patchen ingenuity and enterprise job (1965) were used. For data analysis, descriptive and inferential statistics and structural equation modeling (SEM) were used.
The results obtained showed that talent management and its dimensions in human resource productivity and innovation in sport organizations were effective. Also the effect of total talent management had the most effect (β = 0.92) on the human resource productivity. The coefficient of determination of endogenous variables showed that, respectively, 29% and 91% of human resource productivity and innovation variance could be explained by exogenous variables. Finally, all the indices also showed good fitting models.
According to the results obtained from this research work, a correct use of talent management and its dimensions can lead to human resource productivity, and consequently, can improve innovation in sport organizations.

The purpose of this work was to investigate the relationship between talent management, staff empowerment, and organizational effectiveness on sport and youth administrations in the Tehran province.
This research work was carried out by a descriptive field method. Based on the Cochran’s formula, the sample comprised 180 staffs out of 450 employees in the sport and youth administrations in the Tehran province. In order to collect data, the Armstrong's talent management questionnaire (1997), Spreitzer et al.’s staff empowerment questionnaire (1997), and Hmidi`s organizational effectiveness questionnaire (2002) were used. Descriptive methods were used to analyze the data and structural equation modeling (SEM) was uesd in order to determine the effects.
Findings: Data analysis showed that talent management was effective on staff empowerment (pc = 0.85) and also on organizational effectiveness (pc = 0.39). Staff empowerment was effective on organizational effectiveness (pc = 0.69).
Recruitment and maintenance of staff that are aligned with organizational goals in sport administrations can help to have an empowered staff, and result in improvement in the organizational effectiveness.

The purpose of this research work was the identification and prioritization scopes of volunteers’ employment in sport students in Iran.
The research method used was practical in terms of goal and correlation of gathering field data, and was based upon the structural equation modeling. This statistical research work included all the physical educational managers, MSc students and experts in the physical education department, professors and elites in sport management, strategic council of physical education and sport activities, and the ministry of physical education. The number of research samples in the random sampling method was determined based on 389 people. In order to ensure the reliability of the questionnaires through Cronbach's alpha, the reliability of the student sport volunteering management questionnaire was estimated to be 0.83. The data was analyzed using descriptive and inferential statistics, exploratory factor analysis test, and confirmatory factor analysis.
Findings: Based on the findings of this study, six areas were identified in the field of volunteering management, which included infrastructure identification of sport for all and sport recreation, cooperation in sport complex management, field corrective exercise and fitness, sport talents, championship, and physical education field.
According to the nature of sport program performance in physical education that is done in a high level in terms of human force and costs, the low budget of this organization in protracted years and the problem of student's inactivity and idleness using the identified dimensions in studying student sport volunteer force management seems to be very important.

The purpose of this study was to investigate the interventional effect of job motivation workshop on job burnout of physical education teachers in the Lorestan province.
The research method used was semi-experimental. Pre-test and post-test designs were used. Subjects were divided into experimental and control groups, and those who decreased job motivation and increased burnout participated as a test group at the work motivation workshop. Purposeful sampling method was used, and finally, 54 people with low job motivation and burnout higher than standard were selected. The t-test was used to analyze the data and evaluate the changes in the dependent variable within the groups. Independent t-test and covariance analysis were used to evaluate the dependent variable between the groups in order to evaluate the effectiveness of the job motivation period on job burnout.
The results obtained showed that participation in workshops designed to increase job motivation was effective, while in a control group it was not significant. Also the level of burnout in the experimental group after participation in the work motivation job was significantly reduced, and after 6 months of the workshop, the effect of job motivation on the teacher's job burnout over time was unsustainable.
The establishment of expert working groups in reviewing and providing solutions to increase job motivation and reduce the job burnout of physical education teachers were the main results of this research work.

The aim of this research work was to measure the role of perceived organizational image on staff’s change management with mediating the emotional intelligence in sport organizations of Isfahan.
This research work was survey (correlation), and the total population included all the staff members in the sport organizations of Isfahan in 2017 (N = 750). The sample of this work was calculated to be 256 using the Kerjci and Morgan (1970) method, which was selected using the stratified random sampling from all of the organizations involved in this work. Instruments used in this work included three standard questionnaires for measuring the perceived organizational image (Kazoleas et al. 2001), emotional intelligence (Siberia Shrink, 1998), and change management (Mohammadyari, 1380). The data gained by instruments was analyzed by structural equation modeling.
The results obtained indicated the perceived organizational image in sport organizations of Isfahan directly with regression weight of 0.40 affecting the staff’s emotional intelligence (P = 0.001). Emotional intelligence with regression weight of 0.35 directly affected the staff’s change management (P = 0.001). In addition, perceived organizational image with regression weight of 0.63 indirectly affected the staff’s change management (P = 0.001).
Regarding the effect of emotional intelligence on staff’s change management in sport organizations of Isfahan; its improvement could develop the staff’s abilities for performing the organizational changes in an appropriate level. In addition, regarding the extra effects of emotional intelligence on developing the staff’s change management, if they benefit from an appropriate organizational image, the responsibility of sport at the country is suggested for attempting to create and develop the appropriate organizational image for staff members in those organizations.

The aim of this research work was to investigate the impact of organizational justice on counter-productive behaviors considering the mediating role of job effects.
This was a descriptive-correlational study on employees of sports and youths departments of Khuzestan, Iran. The sample consisted of 240 employees, randomly selected from this population. In order to measure the variables, the counter-productive behavior scale, organizational justice scale, and job-related effective well-being scale were used. Descriptive statistics such as the mean standard deviation and Pearson's bivariate correlation as well as the inferential statistics of structural equation modeling were used to analyze the data. The indirect effects were tested using the bootstrap procedure.
The fit indices indicated that the proposed model fitted the data properly. Path coefficients showed that organizational justice and positive effect had negative effects on counter-productive work behaviors, and negative effect had a positive effect on it. Bootstrap procedure showed that organizational justice had an indirect effect through job-related positive and negative effects on counter-productive work behaviors
It was concluded that administration of justice would motivate the employees’ positive effects, and these effects, in turn, would decrease the employees’ tendencies to counter-productive work behaviors.

The purpose of this work was to determine the relationship between abusive leadership and deviant behavior in sport and youth organizations in Northern Khorasan.
This study in terms of purpose was an applied study, and in terms of data collection was a descriptive–correlation one. The research statistical population was all the employees of sport and youth organizations in Northern Khorasan (N = 466). Using cluster sampling based on geographic region and the Cochran formula, 211 individuals’ comments were received. Tepper (2000) abusive supervision questionnaire and Bennett and Robinson (2000) deviant behavior questionnaire were used in collecting the data. Data analysis was performed by the Pearson correlation and regression analysis.
The results obtained showed that there was a significant positive relation between abusive leadership and deviant behavior (p ≤ 0.01). The correlation coefficient between these variables was 0.68. Also there were positive significant relations between abusive leadership with the interpersonal deviance and organizational deviance (p ≤ 0.01) with the correlation coefficients of 0.61 and 0.62, respectively. In addition, according to the regression analysis, the abusive leadership was a good predictor of deviant behavior, and explained 45% of changes in this variable (p ≤ 0.01).
Based on the findings of the study, it can be expected that with reduction in the abusive leadership, the deviant behavior of employees will be reduced.

In order to cope with the quick and unpredictable changes in societies and the changing needs and expectations of customers, it is inevitable for sports organizations to become an agile organization. Attention to the organization’ internal stakeholders along with emphasis on the determinate goals can pave the way for the formation of such an agile organization. The purpose of this work was to investigate the relationship between internal marketing and organizational agility regarding the mediating role of goal-orientation.
This study was a descriptive-correlative type that was administered as a field study. The statistical population of this research work was all the employees of sport and youth departments of Fars province (N = 320); 212 people were selected by simple random sampling as the statistical sample. Three questionnaires were used to collect data: 1) Forman and Muni’ internal marketing questionnaire (1995), 2) Sharifi and Zhang’ organizational agility questionnaire (2004), and 3) Woraputtinan’s questionnaire of the goal-orientation. The content and face validity of the questionnaires were approved by 10 experts in sport management. Furthermore, their reliabilities, measured and confirmed in pilot study by Cronbach’s Alpha, respectively, were 0.95, 0.96, and 0.93. In order to analyze the data, the Pearson correlation coefficient and structural equation modeling were used.
The results obtained revealed that the internal marketing had a direct and significant effect on organizational agility and goal orientation. Also internal marketing had an indirect and significant effect on organizational agility through goal orientation. Finally, the determination coefficient of endogenous variables showed that 49% of organizational agility variance and 37% of goal orientation variance were explained by predictor variables.
Findings of this research work indicate the importance of goal orientation as a mediator variable in promoting organizational agility. Therefore, in addition to the growth and development of employees, their contribution in goal-setting and their stimulation to pursue these goals can improve the ability of sport and youth departments to meet the sports community needs.