جستجوی مقالات مرتبط با کلیدواژه « جو سازمانی » در نشریات گروه « تربیت بدنی »

Productivity is one of the main concerns of leaders and managers in organizations. The purpose of this research was to test the implementation model of professional ethics and organizational efficiency of sports federations with the mediating role of organizational health and sustainable sports relations with society.

This research was applied in terms of purpose and descriptive-correlation in terms of data analysis method. The statistical population included officials, employees, referees and coaches of 14 selected Olympic federations of the country with a total number of 266 people. A stratified random sampling method was used to select the investigated sample, and finally 190 Questionnaire without problems were returned and the analysis was performed on them. The data collection tool included a professional ethics questionnaire, a Standard Organizational Productivity Questionnaire by Karimi Shahabi et al. (2016), Standard Organizational Health Questionnaire by Hoy et al. (2003), and a researcher-made questionnaire for sustainable sports communication with society. In order to analyze the data, descriptive statistics and inferential statistics were used in SPSS software, as well as structural equation modeling in Smart PLS software.

The findings showed that the model of implementing professional ethics and organizational productivity of sports federations has a favorable fit with the mediating role of organizational health and sustainable sports relations with society. 

It can be concluded that sports federations can move towards their goals with greater strength by observing professional ethics, organizational health and improving relations with society.

The purpose of this research was the relationship between knowledge management and the productivity of physical education teachers in Rasht city through the mediators of creativity and organizational atmosphere. The statistical population of the study consisted of physical education teachers in Rasht (210 people). The research instruments included 4 questionnaires of productivity of Hersi et al. (1994), knowledge management of Sharon Lawson (2003), organizational training of Susman and Deep (1989), creativity of Sadeghi Mal Amiri (2009) and structural equation modeling using SMART software. PLS 3 was used to analyze the collected data. The content validity of the tool was evaluated by professors and the combined reliability was verified by PLS software (0.902, 0.968, 0.923 and 0.898), respectively. Structural equation modeling method was used in PLS software to analyze the data. The results showed that knowledge management with productivity (t value = 12.860; R = 0.629), knowledge management with organizational climate (t value = 13.733; R = 0.666), creativity with productivity (092.09) 3 = t value; R = 0.139) and there is a significant relationship between organizational climate and productivity (t value = 320.5; R = 0.275); The relationship between knowledge management and creativity (t value = 0.301; R = 0.035) was not significant. As a result, in order to increase productivity, it is possible to move in the paths leading to increasing knowledge in a dynamic organization so that its employees are not afraid of applying new attitudes in the face of problems in order to overcome the existing problems on productivity.

Organizational atmosphere can direct the organizational behavior of sports coaches. The aim of this study is to investigate the relationship between organizational climate and organizational citizenship behavior of sports coaches in the Basij areas of Mashhad.

The method is descriptive-correlational and applied in terms of aim and data collection was done in the field. 67 people were selected as a statistical sample by simple random sampling and answered the standard 32-item questionnaire of Halpin and Kraft organizational climate and the 15-item standard questionnaire of organizational citizenship behavior of Oregon and Kanowski. To analyze the data, use two methods of descriptive statistics and inferential statistics, with the help of SPSS software.

The results of this study showed that there is a positive and significant relationship between organizational climate and its components (except the distance component) with the organizational citizenship behavior of sports coaches in Basij areas of Mashhad and this relationship and level of significance in the team spirit component was more than other components of organizational climate.

According to the results of the present study, it can be concluded that by creating a positive organizational climate, citizenship behavior can be developed on a mobilization basis.

The study is to determine the relationship between organizational identity and organizational silence and organizational climate among the staff of the gymnasts and bodybuilders of selected provinces. The research method was descriptive-correlational and in terms of its purpose was applied one. The statistical population was 340 employees of the delegates of selected provinces (Golestan, Khouzestan, Kermanshah, Sistan and Baluchestan, Isfahan, Qom, Tehran, and Markazi). 181 people were randomly selected according to Morgan's table. In this research, organizational identity questionnaire (Cheney, 1983), organizational silence (Wacola and Borados, 2005) and organizational climate questionnaire of Hallipin and Kraft (1963) were used. The reliability of the questionnaires were 0.81, 0.85 and 0.78, respectively, and its validity was confirmed by the experts. Descriptive statistics, Pearson correlation coefficient and stepwise regression were used to analyze the data. The results showed that there is a significant negative correlation between organizational identity and organizational climate. There is a significant positive correlation between organizational silence and organizational climate. Also, among demographic variables (age, gender and career history), only a significant relationship was found between gender and organizational identity. Also, the components of organizational identity, membership and similarity with organizational climate had a significant negative relationship. |There was no significant relationship between loyalty and organizational climate. Similarly, all three components of organizational silence had a significant positive relationship with organizational climate. Ultimately, only organizational silence was a significant predictor of organizational climate. Therefore, it is suggested that the heads of bodybuilding and bodybuilders try to improve the conditions in order to improve the organizational climate through planning.

Given that job crafting is the one of the empowerment tools for human resources and it has a favorable impact on organization environment, this study aimed at investigating the role of job crafting components in organizational climate of Sport and Youth Ministry of I.R.Iran. 191 experts and managers of Sport and Youth Ministry randomly participated in the study by Krejcie et al. Table (selected from a population of 500 subjects) and responded to job crafting scale (Tims et al., 2012) and organizational climate questionnaire (Halpin and Craft, 1963). After 17 professors investigated the face and content validity of the questionnaires, divergent (factor loading over 0.40), convergent (AVE over 0.5), and discriminant (AVE≥R2) validity were confirmed. Structural equal modeling results showed that the best factor to create organizational climate was obtained via crafting social job resources (r=0.62, t=8.04, R2=0.65). Regarding the high factor loading of team spirit (r=1.10, t=8.04, R2=1.22), it seems that before that job structures need altering in mega governmental sport organizations, social relations and human resources dynamics can develop positive changes in organizational climate. Thus, job designers and managers of mega governmental sport organizations are recommended to mainly emphasize job social characteristics for workforces so that negative consequences of bureaucracy in governmental sport organizations could be prevented to some extent.

The purpose of this research was studying relationship between organizational climate and participation of physical education teacher's in Arak school’s decision Makings. The statistical population was elementary, middle and high school’s physical education teachers in Arak (189 teacher’s) which based on Krejcy and Morgan’ table, 128 teachers’ by stratified random sampling were selected as samples. To collect the data, organizational climate Litwin and Stringer (1986) and Lambert's and Hogan participation in decision making (2009) questionnaires were used. Data were analyzed by using stepwise regression in SPSS23 software. The results showed that organizational climate and participation of physical education teacher's in school’s decision making was in moderate rate. Also, there was relationship between organizational climate and participation of physical education teacher’s in school’s decision Makings. In addition, sub-scales such as structure, reward, conflict and standards had influence on participation in decision making. It seems, improving these sub-scales can be enhancing participation of physical education teacher’s in school’s decision Makings so that used to capabilities of them for achieve of schools aims.

The aim of the present study was to analyze the relationship between the transformational leadership, organizational climate, and creativity of employees in the Departments of Sport and Youths of the South Khorasan state.
The research method implemented in this study was descriptive and correlational. The population sample included all the staffs in the Departments of Sport and Youths of the South Khorasan state (N = 120). The questionnaires were distributed and the participants were asked to fill them. Then 113 questionnaires were returned and analyzed. For measuring the variables, the transformational leadership (Rafferty & Griffin, 2004), creativity (Rendssip, 1979), and organizational climate (Hallpin & kerafit, 1963) were used. The validity of the questionnaires were confirmed by the results of the confirmatory factor analysis. Then the reliability of the questionnaires was examined via Cranach’s alpha (0.86, 0.89, and 0.86). Finally, in order to find the relationship between the variables, the Pearson’s correlation and structural equation modeling were run.
All the factors involved were loaded properly to the model. The result of the study, based on the structural equation model, shows that the transformational leadership, both directly and indirectly, is in relation with creativity.
If the managers of Sports and Youth Departments are looking for a friendly organizational climate and subsequently the creativity of their employees, they should prioritize the transformational leadership style.

The present research seeks to inspect the relationship between the organizational climate and the quality of work life with productivity health amongemployees of national Olympic academic and national Olympic committee. The research method was correlation and survey. The statistical population included of all national Olympic academy and national Olympic committee. The sample of study consisted of 79 employees. The results showed a statistically positive and significant relationship between the organizational climate and productivity, and between the quality of work dimensions and productivity. Organizational climate is an effective variable on the quality of work life, and has a direct effect on the productivity.

The purpose of this study is to examine the relationship between components of organizational climate and quality of work life in Physical Education of East Azarbaijan Province. The present research is descriptive-correlation one and is performed in a field research method. The statistical population includes managers and staffs at Physical Education agencies and 112 members of this population are selected as sample for this research. The research methods of this study was descriptive, survey and correlation. Organizational climate and quality of work life standard questionnaires were used to test hypotheses. The relationship between organizational climate dimensions (goals, roles, rewards, methods, relations) hypotheses showed following results. Significant relationship between organizational climate dimensions( goals, roles, rewards, methods, relations) and quality of work life were observed.In addition, the relationship of som individual characteristics with organizational climate and quality of work life were studied.The relationship of some between individual characteristics with organizational climate and quality of work life were significant. Overall, findings of this research reveald that there was a relationship between organizational climate and quality of work life of personnels of physical education agencies.

The main purpose of present research was to predict the organizational agility components through organizational climate of Iranian sport and youth ministry. Numbers of 111 employees from eight sport and youth offices of Hamadan province selected by Morgan and Kerejci Table and responded to organizational climate (Haplin and Craft, 1963) and organizational agility (Spitzer, 2007) questionnaires. Face and content validity of instruments were confirmed by 17 sport management experts and the reliability of organizational climate and organizational agility questionnaires were calculated by Alpha’s Chronbach coefficient 0.90 and 0.95 respectively. Regarding to high Pearson association coefficient between organizational climate and organizational agility dimensions, the results of structural equation model showed that organizational climate can be predict the dimensions of leadership (r= 0.87, T-value= 10.11, R2= 0.76), technology (r= 0.87, T-value= 10.11, R2= 0.76) and organizational change (r= 0.87, T-value= 10.11, R2= 0.76) in sport and youth ministry (RMSEA= 0.098, λ2= 1379.86, df= 490, CFI= 0.94, IFI= 0.94, NFI= 0.91, NNFI= 0.94). While the separate model of affecting organizational climate on organizational agility was more adequate than the total model of affecting, can be consequence that the research finding is extracted from attitude kind of employees in bureaucratic organizational environments. To this do, it expects that with group spirit and effective human relations can domain on this kind of employee’s attitude and move to organizational agility.

Object of this study was examines the relationship between organizational climate and mental health Professional׳s ׳working in Department of Youth and Sports of the Islamic Republic of Iran. Statistical society, including all men and women experts in the Physical Education Organization (N=298), which 169 were selected based on Morgan's sample table and random sampling method. Instruments in the study were organizational climate standardized questionnaire and mental health standardized questionnaire. Questionnaire’s reliability was approved respectively, 91% and 97% By Cranach’s alpha. For data analysis descriptive and inferential statistics methods were used (KS, Pearson correlation coefficient, multiple regression and Multivariate analysis of variance). The results showed that there is a significant negative relationship between organizational climate and mental health Physical Education Organization experts. On other hand, multiple regression results showed that there is a multiple relationship between components of organizational climate and mental health. Also Satisfaction with rewards, clarity and agreement on the goal, respectively, are best predictors of the Physical Education Organization experts mental health. Generally, providing appropriate organizational climate particularly satisfaction with rewards and agreement on or the clarity of organizational objectives can somehow ensure the mental health of experts in Youth and Sports Ministry.

Organizational climate is one of the important features of systematic human combinations which its evaluation helps to recogniza the different kinds of effective factors in any organization. The purpose of the present study was to investigate the relationship between organizational climate and dual - trust (vertical and horizontal) of the top Iranian sport federations staff (wrestling, weightlifting, taekwondo, track and field).
The research method was analytic-correlative. The population included all Iranian top sport federations (wrestling, weightlifting, taekwondo, track and field) staff (N=88). No sampling was used and all population members were under research consideration (N=n). The Moghimi and Ramezan (2011) standard organizational climate questionnaire, the McAllister (1995) standard interpersonal trust questionnaire and the Shoorman & Ballinger (2006) standard trust in the superior questionnaire were used for data collection.
There was a positive and significant correlation between organizational climate and dual trust, included interpersonal & supervisory trust (P=0.001), although the intensity of the relationship between organizational climate and trust in superiors was more pronounced (r=0.363, p=0.363). The results evidenced no significant differences between the various groups regarding the dual trust in the federations (P=0.119), but in regard to organizational climate the significant difference were observed (P=0.027).
Whatever the organizational climate prevailing in a federation to be better, there is the expectation that also have higher level of organizational trust in there.

The aim of this study Comparative attitude، organizational structure and organizational climate components with information technology diffusion in the sport organizations of IRAN. In this study which is descriptive، 176 principals and 194 experts were randomly selected as the sample of the study and responded to the research-made questionnaires on attitude، organizational structure and organizational climate. To measure the face and content validity (panel of expert)، construct validity (exploratory and Confirmatory factor analysis) and the reliability (Alpha Cronbax) was used. The reliability indices of the questionnaires in the pilot study were α=0. 91، α=0. 78، α=0. 93، α=0. 93 respectively. For statically analysis، descriptive and inferential statistics (ANOVA، MANOVA) were used. The finding showed that there is a significant difference between attitude، organizational structure and organizational climate of the testes in PE organization (P= 0/006)، sport federations (P=0/001) and the putty of education and physical education (P=0/013). In addition، the results of MANOVA showed significant differences among micro scale of mental perception of usefulness، ease of use (F4،686 = 4. 129، P≤ 0. 003، Wilks lambda= 0. 945، Eta= 0. 24)، formalization، concentration، complexity (F4،686= 7. 170، P ≤ 0. 001، Wilks lambda= 0. 885، Eta= 0. 34)، managers support and open communication (F4،486 = 10. 791، P ≤ 0. 001، Wilks lambda = 0. 885، Eta = 0. 019) in three organizations. To sum up، it can be said that ITD، by decreasing the cost of conducting research and modifying the procedures and standards in using the organizations resources optimally increases efficiency and innovation in organization.

In an unorganized situation, the need for having and performing strong and true and creation of suitable atmosphere in organization, is the inspirable parts for mere commitment of employees. The present research has been collected with the goal of the the role of organizational culture and atmosphere in organizational commitment in employees of sport General administration of Hamadan province. The proceed of research was studying the unity and kind of research was practical this reach was done widespread and the statistical population include all of the employees of the general administration of sport of Hamadan province. statistical society selected as a case of research which generally from 50 persons, number of 42 questionnaire was answered and delivered to Generally. in this research used from 3 standard questionnaire of organizational culture of Cameron and Queen (α= 0/74) (1999)¬ organizational atmosphere of Halpin and Kraft(α = 0/83)¬ (1963) and organizational commitment of Allen and Mayer(α= 076) (1990).According to findings, regression results show that 40/7 present of job commitment related to organizational culture and atmosphere and organizational atmosphere is more important in prediction of the job commitment than variable of organizational culture (β=1/002 P<0/001). Also there was a direct and meaningful relationship between organizational culture and emotional commitment(r=0/31, P<0/05), and not having meaningful relationship between organizational atmosphere and normality commitment(r=-0/143,P<0/05). According to results of research it is imperative that the organizations due to having direct influence of its employees on the fate (density) of organization have done with training of commitment employees and trust on them.

The goal of this study was to consider effective factors on student's freshness from ilam high school students point in 89-90 educational years. Statistical sample of this research was 380 high school students selected by cluster multi – stage sampling method. The research method was survey – descriptive, and measurement instruments was research made questionnaire. Test – retest method was used to measure questionnaire validity. Correlation coefficient between test scores has been %86. To analyze data, descriptive statistics index, one variable t-test and multi – variable variance analysis (manova) was used. by studying average effective factors on students freshness , it was determined that in a priority order , all four factors including school facilities, school organizational climate, course content and class activity participation are effective in students freshness and exhilaration.

The purpose of this research was to study the relationship between managers’ leadership style and organizational climate of physical education offices in Isfahan province. The research methodological of this study is descriptive and correlation. Organizational climate (OC) and leadership style standard questionnaires were used as study instruments. All 57 managers of physical education offices in Isfahan were selected as a sample of this study. Result showed that there is significant relationship between managers’ leadership style and organizational climate. Also there is significant relationship between autocratic leadership style with closed organizational climate and between employee-centered leadership styles with opened organizational climate at the 0.01. Consequently, there are significant relationships between organizational climate dimensions (goals, roles, rewards, methods, relations) with leadership style.

The purpose of this research was to investigate the relationship between job involvement and organizational climate in physical education teachers in high schools of Ahvaz city. The statistical population consisted of all male and female physical education teachers in the city of Ahvaz who were selected as the sample of this study (N=n=146). Methodology of this field study was descriptive – correlation. A research-made demographic questionnaire, the standard job involvement questionnaire of Edwards and Kilpatrick and standard organizational climate questionnaire of Sussman and Deep were used to gather the data. The questionnaire reliabilities were determined as 0.74 and 0.83 respectively using Cronbach’s alpha. Descriptive and inferential statistics were used to analyze the data (p<0.05). Descriptive findings showed that mean job involvement in both male and female teachers was the same (52.55 vs 52.96). Mean climate of boys’ high schools was lower than that of girls’ high schools (57.94 vs 60.32). There was a positive significant relationship between job involvement and organizational climate in teachers (r=0.45, P=0.001). There was no significant difference between organizational climate (P=0.236, t=-1.19) and job involvement (t=1.68, P= 0.17) in four educational districts in the city of Ahvaz (P=0.71, t=0.45). There was no significant difference in job involvement between male and female teachers (t=0.348, P=0.729). Finally, there was no significant relationship between job involvement and subject's demographic characteristics such as age, gender, marital status, employment status and years of service. It is suggested that principals of high schools enhance job involvement in teachers through preparing a fair and optimal climate.

The purpose of this research was to study organizational climate and faculty member's participation in decision making in Physical Education Faculty of Tehran University. For this purpose, 30 faculty members of Physical Education Faculty were selected with census method as the statistical sample. Data were collected by two questionnaires: organizational climate (?=0.92) and participation in decision making (?=0.96). Finally, the results indicated that organizational climate of Physical Education Faculty was closed and faculty members’ participation in decision making was low. Moreover, the results indicated a significant and positive relationship (P= 0.01) between the two variables (organizational climate and participation in decision making) as well as between all subscales of organizational climate and participation in decision making (P=0.01). Besides, other results showed no significant difference between organizational climate and participation in decision making from male and female faculty member's viewpoint (P= 0.05).

The purpose of this study was to survey a regression model of job attitudes using organizational climate in physical education faculties in Iran. This study was a correlational survey. The statistical population consisted of all employees of physical education faculties in Iran. The statistical sample consisted of three areas of management, staff and faculty members. Totally, 231 subjects responded to 5 questionnaires: demographic questionnaire, job satisfaction, organizational commitment, job involvement and organizational climate. Cronbach's alpha was used to estimate the reliability of the questionnaires. Descriptive statistics (mean, standard deviation …) and inferential statistics (correlation coefficient, linear regression analysis) were used to analyzed the data. Results of correlation tests showed a significant relationship between job satisfaction and organizational climate (r=0.75, P<0.001), organizational commitment and organizational climate (r=0.64, P<0.001) and organizational climate and job attachment (r=0.64, P<0.001). Multivariable regression test showed a significant correlation between job attitude and organizational climate. Accordingly, a regression model was presented to predict organizational climate based on job attachment, organizational commitment and job satisfaction. This model showed that job attachment and organizational commitment could similarly predict organizational climate. However, job satisfaction played a determining role in predicting the organizational climate in employees of physical education and sport sciences faculties.