جستجوی مقالات مرتبط با کلیدواژه « نیروی انسانی » در نشریات گروه « تربیت بدنی »

The purpose of this study was to identify strategies and consequences of human resource adjustment in sports organizations. The research method is descriptive-survey and applied in nature. The statistical population of the research in the qualitative part includes all managers, members of federation committees, athletes, coaches and university professors, and in the quantitative part it includes all employees of the Ministry of Sports and Youth and sports federations. 1200). Sample size with SP sample size determination software. S. The sample size was determined and estimated at 291 people. The analysis of the collected data is descriptive and inferential statistical methods. SPSS software version 25, Smart PLS software version 3.2.8 and Excel version 2016 were used. The model of manpower adjustment with emphasis on the competence of manpower and individual characteristics in sports of the country consists of causal factors, background factors, intervening factors, strategies and consequences of manpower adjustment in sports, which is designed based on 3 main categories. Causal conditions affecting manpower adjustment with emphasis on manpower competence and individual characteristics in sports including 4 main categories, background conditions including 6 main categories, intervention conditions including 5 main categories, solutions for adjusting manpower in sports including 3 categories. Finally, the consequences of manpower adjustment with emphasis on manpower competence and individual characteristics in sports include 5 main categories. All the research paths are meaningful and the model can be a model for adjusting human resources in sports organizations.

One of the neglected issues in sports organizations is paying attention to retirement and having a suitable model for manpower retirement with the least harm to the organization. Therefore, the present study was conducted with the general aim of analyzing the path of manpower retirement pattern in sports. The present research method is a mixed method (qualitative and quantitative) which in terms of purpose is exploratory research and in terms of results is part of basic and applied research. The statistical population of the research in the qualitative section included experts related to the subject and sampling in this section was done purposefully and snowball technique. The statistical population in the quantitative part included all sports managers and experts, sports coaches who were sampled by simple random sampling. The measuring instruments of the research were interview (qualitative part) and questionnaire (quantitative part). The interview was conducted in a semi-structured manner and the results of the interviews were used to construct a questionnaire and distributed after confirming its validity and reliability. In order to analyze the path of the manpower retirement model in sports, structural equation analysis was used with the help of Smart PLS software version 3. Reforming the structure and reducing the surplus forces on transparent and logical indicators has a positive and significant effect on the planning and implementation of the plan and planning and recruitment and retirement of human resources (p = 0.01), as well as meritocracy and succession on transparent and logical indicators on the program. The planning and implementation of the plan for managing, recruiting and retiring manpower has a positive and significant effect.

The present study was conducted with the aim of designing a model for improving the professional sports club management system in Iran with an emphasis on sports contracts. The present study in terms of purpose is Applied, Research Methods, Sequential exploratory mix And the method of collection was survey. The statistical population in the qualitative section includes experts who were purposefully selected from the standard type for qualitative interviews on the subject of research (13 people) and continued to the point of theoretical saturation. The statistical population of the quantitative section is the same as the qualitative section group with more numbers. Out of 122 research samples, 81 correct questionnaires were analyzed. The data collection tool in the present study was a semi-structured interview and a researcher-made questionnaire. In order to analyze the data of the present study, coding in the qualitative part and structural equation method in the quantitative part were used. In the qualitative part of the research, it was found that the categories were extracted in the form of 20 concept codes and 3 main categories. In the quantitative part, it was found that all three main categories of research (management, knowledge and manpower) have a good fit. Sports club managers are advised to have the necessary legal knowledge in the field of sports contracts that they can use the legal advisors in their club.

Management with systematic human resource planning can control labor costs and overcome the human resource surplus and shortage. This is usually done by adjusting the workforce. The study is to develop a qualitative model for human resource adjustment in sports. The method of the research was qualitative and performed using the data theory of the foundation with the approach of Strauss and Corbin. The statistical population consisted of all sports management experts in the scientific and experimental sections. The sampling was performed by targeted method and snowball. The researcher reached the information saturation after 15 interviews. However, the interviews continued up to 18 cases. The data encoding was done by Max Kyoda 2020 software. According to the results, rapid developments and advances in technology and organizational factors as the most important causal conditions, economic costs and pressure from upstream organizations as the most important intervening factors, the existence of roadmaps and programs as the most important underlying conditions, developing a strategic model of force adjustment Humanity and regular and continuous evaluation of human resources as the most important strategies and increasing the productivity of the organization as the most important outcome were identified. Thus, reducing the workforce in sports organizations requires a plan and roadmap, and without this, any action the organization may face serious problems in the short and long term.

The present study was designed and implemented with the aim of developing a framework for controlling and compensating for counterproductive behaviors in sports teams. The method of the present study was mixed. The tools used in this study were developed after the interview and reached theoretical saturation, which included 39 items and in the form of 7 components, in the form of five Likert options (very high, 5 points to very low, 1 point). In the first part (qualitative) for conducting field interviews, the statistical population of the study was prominent professors in the field of sports management specializing in organizational behavior and also some managers of sports boards in Golestan province who were purposefully selected for qualitative interviews on research. Were. In the second (quantitative) part, after collecting the information obtained from the qualitative research, a questionnaire was made and this questionnaire was distributed among the managers and employees of the sports delegations of Golestan province. The number of managers and employees of sports delegations in Golestan province was153, which according to Morgan's table, the sample number of 113people was identified as the research sample.The results of the present study showed that the framework for controlling and compensating for counterproductive behaviors in sports teams includes components such as planning, professional ethics, motivation, selection of manpower, proportionality of salaries and benefits, information technology and creativity and innovation at work. In other words, the implementation of these components can lead to the control and compensation of counterproductive behaviors in sports teams.

The present study was conducted with the general aim of designing a workforce retirement model with an emphasis on the competence of human resources and individual characteristics in sports. The research method was a combination of qualitative and quantitative methods that was done in 1400. In the qualitative part, the nominal interview method was used and in the quantitative part, the interpretive structural method was used. The statistical population included sports and human resources experts. The requirement of expertise in this study was the availability of at least a master's degree and at least 10 years of work experience in the field of sports. The research samples were purposefully selected and the interviews were continued until theoretical saturation. it continued to 18 interviews. 381 codes were counted from 18 interviews, which after removing the duplicate codes, 82 unique open codes for the retirement pattern of manpower in sports organizations remained. The results of research data analysis showed that 8 main categories include the development of manpower training processes, planning and implementation of manpower planning and recruitment and retirement plan, continuous evaluation of staff, identification of efficient staff and improving internships, improving staff work environment and increasing Quality of work, reform of structure and reduction of surplus manpower based on transparent and logical indicators, meritocracy and succession and knowledge management as factors of manpower retirement in sports and based on them quantitative and qualitative model of optimal manpower retirement in sports design.

the main purpose of this study is to identify and prioritize the consequences of covid 19 on organizations supporting sports clubs in Iran. This study is based on a practical purpose and in terms of how to collect data in the field of descriptive survey studies. The analysis approach in this study was mixed and combined with qualitative and quantitative methods. Identification of the results was done through semi-structured interviews with sports management professors based on the principle of theoretical saturation. The validity and reliability of the 14 interviews were confirmed using the relative content validity indicators and Cape Cohen, respectively. Priority was given to identifying the consequences using data from questionnaires collected from senior managers of brands supporting the Iranian Football Premier League. In order to make it possible to conduct a small-scale study using a targeted non-probabilistic sampling method, 30 managers were selected as experts. The results of the coding of the interview data using Atlas ti software led to the identification of 12 main categories and 54 sub-categories. Priority was given to identifying the consequences using the triangular fuzzy method. The results showed that, respectively, poor financial performance, changes in cultural values, legal issues, changes in marketing strategies and issues related to manpower are the most important consequences of covid 19 on brands supporting Iranian Premier League football matches.

According to the review of the proposed models and research background, so far a comprehensive model in the field of factors affecting the development of human capital in academic sports has not been presented and this trend needs to grow. Therefore, the study was conducted with the aim of designing a model for the development of human capital in university sports. In terms of purpose, the study is a content analysis method whose data type is qualitative. Research experts were 19 professors and directors of physical education who were champions and coaches of national teams in various fields and executives of university sports in the country who were selected through non-random sampling in a purposeful way to achieve theoretical saturation. Data were collected using in-depth and semi-organized interviews. Data were analyzed after coding and Maxqda software was used to analyze the research data. The results show that the factors of the human capital development model of university sports can be classified into 8 main categories and 134 sub-categories .Training and learning, performance management, maintenance management, recruitment, service compensation, succession , competency factors and belief and moral context, are the main identified themes of human capital development of university sports. Therefore, in order to implement the development of human capital of university sports, a desirable investment should be made based on scientific-sports talents in the country's universities, and the use of sports heroes should be among the strategies for the development of human capital of universities.

The importance and position of qualified human resources in organizational development has made clear the need of addressing the issue of surrogacy. Therefore, the study is to design a surrogacy model in the Ministry of Sport and Youth with a competency-based approach. The purpose of this study is practical and it was done through the mixed method. The statistical population in the qualitative section was consisted of senior managers of human resources of the Ministry of Sport and Youth and the experts in this field (n = 15) who were selected by purposeful snowball method. In the quantitative section, the statistical population included all ministry staff (N = 876) and the sample (n = 331) was selected randomly using Morgan table. In this section, while using a researcher-made surrogacy questionnaire, Griffin's (1994) competency questionnaire was used. The results of qualitative research indicated the identification of 27 items in 4 components of independence, empowerment, context and talent management and in the quantitative part, the results of the research presented the alternative structural equation modeling. It seems the Ministry of Youth and Sports to be able to cultivate suitable successors for the future of its organization using the above model.

The purpose of this work is to investigate the effect of strategic thinking on the productivity of the employees of the Sports and Youth departments of the west of the country with the mediating role of organizational agility.

Sport is one of the most important and fundamental factors in ensuring the health and vitality of the society, in which the country's Sports and Youth departments play a significant role in promoting the people's participation. Take a break because today's organizations are under increasing pressure to find new ways to compete effectively in the dynamic global markets.

The statistical population of the work consisted of all employees of the Sports and Youth departments of the west of the country, among which 356 responders were selected as the statistical sample by random-cluster shape sampling. The measurement tools used were the Sharifi & Zhang's (2000) organizational agility, Goldman's strategic thinking (2005), and manpower productivity of Sarmad et al. (2011) questioners. The descriptive and inferential statistics were used to analyze the data.

The research findings showed that the strategic thinking (r = 0.52) and organizational agility (r = 0.428) had a positive and significant effect on the organizational productivity. Also strategic thinking had a positive and significant effect on the organizational agility (r = 0.836). In addition, it was determined that the strategic thinking had a positive and significant effect on the organizational productivity through the organizational agility (r = 0.358). Considering the results of this research work, the prospective, conceptual thinking, system thinking, and clever opportunism of employees along with speed, competence, flexibility, and accountability of the organization could lead the employees to improve their productivity, which should be considered by the managers of the Sports and Youth departments of the west of the country.

In recent years, migration of people is one of the problems of underdeveloped, developing countries and even some of the developed countries. Human resources play a central role in the sustainable development of countries. The present study sought to prioritize the causes that led to the migration of national team athletes from the country. This research was based on the purpose of applied research and on the basis of quantitative-qualitative (mixed) method. The statistical population of the study consisted of all medalists participating in the last two rounds of the Asian and Olympic Games, 177 of whom were randomly selected 118 according to Morgan table. In order to obtain the information needed for structured and semi-structured interviews with a number of coaches and champions of national teams through snowballing to theoretical saturation, the data were collected using a researcher-made questionnaire. Questionnaire reliability coefficient (0.96) was obtained. Descriptive and inferential statistics were used for data analysis with SPSS software version 22 and PSL3 software. The research results show that prioritizing the factors affecting the sport migration of national team athletes are as follows: managerial, social, political, psychological, cultural and economic. Each of these factors must be taken into consideration to prevent the migration of human capital to the country.

The purpose of the current research work was to identify the strategies and consequences of utilizing the appropriate human resources in physical education institutions of universities.

In order to achieve this goal, the qualitative methodology and the research method of grounded theory were used, and in terms of purpose, it was an applied research. The research population included the physical education elites in college sports (including the senior executives from the physical education offices of the universities and experts from the Ministry of Sports and Youth), and the samples were taken theoretically and snowball. The data collection tool was a semi-structured interview, and the data from the interviews was analyzed and coded in a context-based way.

The results of the grouping of codes represented 9 main categories, 46 sub-categories, and 58 concepts that were presented in the form of a paradigmatic model including the strategies (strategic thinking, organizational transformation, and organizational innovation). The consequences, i.e. development of organization culture, organizational development, productivity, development Social, environmental category, and strategic thinking, emerged in college sports organizations.

Considering the range of audiences and clients of college sports that include students, staff, and professors as well as the attractive and alternative options for the existing college sports, if the custodians of college sports can not provide (via relying on human resource competencies and implementing strategies such as strategic thinking, organizational transformation, and organizational innovation) a field for the development of organizational culture, organizational development, productivity, and social development, the development of ideological thinking and focus on the environmental issues will not be able to satisfy the consumers. Therefore, it is recommended that the top managers of college sports carry out the planned plans in order to identify and implement the necessary competencies for college sports staff and to recruit human resources based on competencies.

The soccer players transfer market is a global market and there is a huge turnover in this market. The aim of this study is to Design of International Transfer Market for Iranian footballer. The current stude methodology was Exploratory mixed method. An questionnaire and  interview was used to collect data. The results showed that six  factors of players technical performance, non-technical factors players, government, the Football Association, the club and the player's agent was effective  on Iranian international footballer transfers that presented by modeling. In the end, it can be said for active in International Transfer Market for soccer players, all of the stakeholders must fulfill of their role by do best of their duties that was in the form of statements extracted

The aim of this study was to investigate the relationship between organizational trust and its components and productivity of human resources in the General Directorate of Youth and Sports was the Central Province. The research method was descriptive and correlational that field. The target population in this study were all employees of Sport and Youth of the Central Province, the number of 80 people and the whole society and the whole of the sample was taken. The instrument used in this study questionnaires organizational trust Shafi’i (2012) and Faal and et.al human resource productivity (2017) were. The validity of the questionnaire was approved by 12 professors of sport management and to determine their reliability Cronbach’s alpha coefficient was used to test the reliability of organizational trust was 0/89 and 0/84 staffing productivity. For statistical analysis of data, descriptive and K-S, Pearson correlation coefficient and multiple regression were used. The results showed a positive and significant relationship between organizational trust and its dimensions (honesty, reliability, competence and commitment) with human resource productivity. The multiple regression results also show all dimensions of organizational commitment, trust, other than human resources had a significant effect on productivity. Managers can Try, with giving legal authority to employees, share their intimate relationship with them organization and to make important decisions, in enhancing confidence and thus the productivity them.

The aim of this study was finding a model for the impact between organizational culture on organisational learning and human resources productivity among the staff of the ministry of sports and youth. The research was descriptive and correlation it was practical in terms of purpose. the population of this study was all employees of the ministry of sports and youth and its samples were 285 person which were selected randomly. the research background and theoretical framework of mediator variables were identified and then the primary model of the research was designed and a questionnaire was prepared according the model. After confirmation of the validity and reliability of the questionnaire it was filledby staff of the ministry of sports and youth. structural equation modeling was used for data analysis.The results showed that multiplier effect of Organizational Culture on Organisational Learning was 0.43 and multiplier effect on Human resources productivity was 0.63. Multiplier effect of Organisational Learning on Human resources productivity was also achieved 0.53. The model that was presented in this study confirmed the impact of Organizational Culture Organisational Learning on Human resources productivity. Finally, according to the findings of this model it is suggested tochange or amended characteristics that are undesirable and ineffective bymanagement of changeing culture, and hence to increase organizational learning and labor productivity.

The purpose of this study was to investigate the health and safety of indoor pools in Guilan province and compare it with national and international standards.
It was a descriptive survey and 21 indoor pools of 29 pools in Guilan province were studied. To collect data, a structured checklist including 116 items was used. Descriptive statistics and one sample t-test were used to test the hypothesis at P≥ 0.05.
The results showed that the score of health and safety of toilets as well as the health of locker rooms, showers, and inner courtyard of pools were significantly higher than the mean value (p Overall, the health, safety and staffing of indoor pools in Guilan province differed from national and international standards. We hope that the health and safety of these pools would increase with more attention of the officials.

The main purpose of this research was to survey and cognition of the relation between organizational trust and its components with productivity which is assessed in the departments of Sports and Youth in Ardebil Province .This research was descriptive correlation which was carried out by a field method. The population in this study, all employees of the department and departments of youth and sport of Ardebil province that they were 100 persons and all of the samples were considered as equal to number of population. According to the research objectives, two questionnaires, Organizational Trust, Human Resource Productivity were used to data collection. the questionnaires were prepared of the dissertation Layeghi (2011) and Shafiei (2011). The validity of the questionnaire was confirmed by the masters of sport management and reliability of the Cronbach's alpha coefficient was used to determine the reliability coefficient was (Organizational Trust 0.92, Human Resource Productivity 0.86). for the statistical analysis, the descriptive and inferential statistical methods (Kolmogorov Smirnov test, Pearson correlation, multiple regression) were used. Ultimately, according to the findings of the research, showing that four indicators, competency, reliability, truth and organizational commitment, have positive and meaningful relation with productivity.

The purpose of this study was to evaluate the quality of inputs of undergraduate degree in physical education and sport sciences in Islamic Azad universities in region one. The study method was descriptive and survey. The sample consisted of faculty members (n = 80), head of departments (n=8), and students (n=151). We withdrew sampling in sub-population of faculty members and heads of departments due to the low number of people and used census method. We also used relative stratified random sampling in sub-population of students. To do the study with Delphi method, we prepared questionnaires in three different versions for professors, students and heads of departments. The validity and reliability of questionnaires were also confirmed. The results of evaluation showed that three factors including students, professors and administrators were relatively favorable, but the factor of staff was unfavorable situation. Finally, some suggestions were made to improve the quality of physical education and sport science field.

The aim of this study was to investigate those factors affecting the quality improvement of training of undergraduate physical education human resources with a job capabilities approach. Quality improvement factors included areas and environmental conditions, inputs, processes, outputs, outcomes and impacts with totally 20 sub-factors. The research method was descriptive, correlation and application in terms of aim which was conducted as a field study. Data were collected by interview and a researcher-made questionnaire. 350 questionnaires were sent to 400 faculty members of physical education and sports sciences faculties and independent groups of Iran state universities. To obtain more sample and better data, 243 questionnaires were selected for final analysis which belonged more to the suggested sample of Morgan table (217). Face and content validity of the questionnaire was evaluated according to the viewpoints of experts and professors as well as a review of the literature. The reliability was calculated using Cronbach's alpha (α=96.2). The results of multiple regression showed that entrepreneurship (beta ratio 0.360) had the largest contribution to enlightening the changes in job capabilities and then rules and regulations (0.215), monitoring and evaluation (0.208), cultural - sports activities (0.189), structure (- 0.172), practical training (0.153), theoretical training (0.144) and leadership (- 0.89) were placed. For one standard deviation increase in the independent variable of entrepreneurship, 0.360 standard deviations were created in the dependent variable of job capabilities. Finally, 8 remaining variables were able to explain 57% of the job capabilities changes and 43% were related to the variables which were not predicted in this study.