جستجوی مقالات مرتبط با کلیدواژه "meritocracy" در نشریات گروه "تربیت بدنی"

 The present study was conducted with the purpose of designing an interpretive structural model of Succession in sports and youth departments. The research method was exploratory mixed. In the qualitative part of the research, from the study of related research literature, semi-structured interviews with 8 experts in the field of sports human resources in sports and oriented content analysis 70 conceptual codes were extracted; then the codes were classified into 15 categories and 4 main themes (including organizational, individual, process and extra-organizational factors) and a questionnaire was developed. In the quantitative part, the researcher-made questionnaire was distributed among 17 managers and employees of the sport and youth departments and 15 complete questionnaires were collected and analyzed using interpretive structural modeling method. The results showed that the indicators of "task requirements and organizational incentives for succession" and "talent identification system and database of talented individuals in the organization" as important and influential factors on succession in sports organizations are the ones that have the greatest impact on other indicators, and the factors of "organizational justice", "performance evaluation system" and " Commitment and support of senior managers" had the most dependence. Succession plans should be designed to the needs of each organization and since designing and implementing a succession system in any organization is a complex and time-consuming task and requires constant attention and sufficient resources, so organizations should be to spend considerable resources and time on this important matter.

Accountability is one of the perquisites of modern governance today, so the main purpose of this study was to investigate the accountability system in physical education departments and higher education institutions, and to design a productivity management model based on accountability.

This research work adopted a mixed methology (qualitative-quantitative), and falls into the category of applied research in terms of its objective. The statistical population of the research work in the qualitative section consisted of practicing and academic experts in universities at their departments of physical education and in higher education institutions; and in the quantitative section, it consisted of the all heads and deputies at the General Department of Physical Education of the Student Affairs Organization (86 individuals) and deputies and senior experts at the physical education departments in universities and higher education institutions (31 provinces), who were identified and selected through the cluster-sampling method. In the qualitative section, the authors conducted a systematic analysis based on the grounded theory (Strauss and Corbin's paradigm model, 2006). In the quantitative section, the authors developed a questionnaire based on the findings of the qualitative section, and after confirming the construct validity through confirmatory factor analysis, examined the fit of the obtained quantitative model based on structural equation modeling using the Smart PLS software.

Inefficiency of the accountability system in physical education departments and higher education institutions is evident. The results helped identify causal factors, contextual factors, intervening factors, strategies, and outcomes related to the productivity model based on the accountability system. The causal factors addressed the inefficiency of systems, organizational aspects, work autonomy, work support aspects, inefficiency, financial aspects, and lack of institutional accountability. The contextual factors addressed the technical, human, and cultural aspects. The intervening factors addressed structural conditions, infrastructures, and the accountability process. Taking initiatives such as micro-, mid-, and macro-level strategies could pave the way to achieving outcomes such as transparency, improved performance, higher degrees of trust, enhanced motivation, greater effectiveness of the measures, and to prevent loss of resources and capabilities.

Reorganization of the administrative system of the physical education departments and higher education institutions, development of individual and organizational accountability, training of human resources and meritocracy, development of an accountability culture in the organization, and attention to infrastructures and financial aspects are among the practical research suggestions.

The present study was conducted with the aim of designing a meritocracy indicators model for the physical education managers of the country's Basij Moghavemat club based on Iran's Islamic pattern of progress.

Due to the qualitative and exploratory nature of the subject, the qualitative research method was based on data type and Glaser (1992) method was used. The statistical sample of this study included 16 managers of the country's Basij resistance clubs and faculty members of university sports management, and sampling continued until theoretical saturation was achieved.

Data were coded using open, axial and selective three-stage coding methods and the results of open coding identified 224 marks in three areas of individual competence (attitude, behavioral and intelligence), value (organizational and Islamic) and professional (knowledge, skill and Managerial) led. Codes related to research components include individual competence including attitudinal indicators (self-confidence, work conscience, positive thinking, Iranian and Islamic identity, comfort and hope), behavioral indicators (disciplined, self-control, organizational dynamism, independence-seeking and transcendentalism, Art of expression, competitiveness, commitment), and indicators of intelligence (emotional, cognitive, managerial), value competencies including organizational indicators (ethical, justice-seeking, value-creating, program-oriented), Islamic indicators (trustworthy, pious, self-sacrificing) , Being thankful and believing, believing), and job competence including skill indicators (interactive, participatory, entrepreneurial and innovation, detente), knowledge indicators (knowledgeable, expedient and wise, legitimacy, information technology and professionalism), and Management indicators (financial, administrative, human resources, leadership, marketing, communication, health, conflict management, critique, creativity, decision-making and negotiation).

Today, the Human Resources Management System (HRM) has drawn organizations’ attention to itself. The purpose of the present research was to redesign the strategic plan of HRM at the Ministry of Sport and Youth.

This research followed a descriptive-analytic method and was practical in terms of purpose. The statistical population of this study consisted of 65 well-known managers and experts of human resources at the Ministry of Sports and Youth, as well as some university professors who were knowledgeable in the field of sports human resources. Due to the limited statistical population, sampling was done by the total number of subjects. The data was collected both quantitatively and qualitatively through field data collection method . Data collection was done by two open and closed questionnaires and interviews with members of the research community to the extent of theoretical saturation in order to quantify the mission statement, prospects, strengths, weaknesses, opportunities, and threats of the organization. The validity of the closed questionnaire was confirmed by sport management professors and its reliability coefficient was calculated using Cronbach's alpha of 0.86.

After data collation, 14 strengths, 7 weaknesses, 9 opportunities, and 7 threats were finalized. The internal and external factors were used to analyze the information. Finally,  the score of the table of internal factors was calculated as 2.65 and the score of the table of external factors was assessed as 2.74.

Given that the strategic position of the HRM department of the Ministry of Sports and Youth was in an offensive position, the Ministry of Sport and Youth should use internal strengths to exploit external opportunities.

The purpose was Nepotism in sports organizations based on grounded theory.

The study is qualitative and its design is exploratory.The statistical population consisted of university professors, chiefs and vice-presidents, experts, athletes, foremen, sports experts and coaches of four federations of wrestling,karate, kabadi and boating.The sample size was 21 individuals who continued to meet the interview saturation.The tools of the study were library studies and semi-structured in-depth interviews with experts. All analyzes were performed using SPSS 19 and Maxqda version 18 software.

the Favoritism  in the sporting organizations of the country consists of 117 open codes, which are divided into six main categories: causal,causative conditions (networking, individual factors, organizational factors and promotion of social image),pivotal (disregarding collective interests), Employee attachment and employee interest),Subjective (cultural and social factors, structural weaknesses, regulatory and regulatory weaknesses), interventionist (political and civil factors, internal and external pressures, and expectations of relatives and friends),Strategies (organizational reform, organizational culture reform, oversight and transparency strategies as strategies for controlling, managing and responding)and Consequences (growth of organizational performance, improve the economic situation and make appropriate decisions in the organization)takes place.

Causal factors play an important role in the occurrence of partisanship and should be controlled and supervised by sports organizations. Interventional and contextual factors should be considered by managers.Using appropriate strategies and transparency in administrative procedures provides the basis for the growth of sports organizations.In sports organizations, prevention should be done and the preference of organizational interests over individual interests should be given priority among the employees of sports organizations.

The aim of this work was to identify and prioritize the indicators affecting the future of competence of sports managers with world-class management in the Iranian sports industry. Introduction In an environment that is constantly changing, a top management is impossible without having competent managers. The organizational managers face business globalization, rapid technological change, reorganization, and competency-based competition that challenge these advances, skills, competencies, and capabilities of organizational managers.

Using the environmental scanning approach (Delphi methods, interviews and reading reports, numerous articles and books in the field of sports industry, world class management, other related sciences), 230 effective variables in the public environment and close to the sports industry were counted. In the next step, 99 effective indicators were classified into five main groups in order to compare the data obtained from the agreement of the experts (senior managers and experts in the sports industry, futurists, worldclass management), and factor analysis was used. Shaping the future sports managers was qualified with world-class management, and then the most important indicators were identified and prioritized by the Friedman test.

The results obtained showed that marketing competence (being an entrepreneur), diplomacy competence (knowledge of international relations in the sports industry), managerial competence (being development-oriented), performance competency (risk-taking), and perceptual competence (optimal organizational intelligence) were the key competencies. Finally, the effect of marketing competency with a factor load of 0.78 and an average of 4.62 had the greatest importance in the future of competence of sports managers with world-class management in the sports industry. The productivity of the sports industry is a function of the productivity of the sports managers. As a result, today, we have to think of a solution for the future. If we are to think for the future today, we must train the worthy managers. Therefore, recognizing these competencies can be a suitable model for the managers and sports policymakers in order to employ the managers with excellent world-class management capabilities, whose active participation is the source of growth of the sports industry.

The selection of qualified managers in organizations has always been of particular importance. Because the competence of managers can play an important role in the development of societies. Therefore, this qualitative research was conducted with the aim of designing a native model for selecting the presidents of sports federations in the country by relying on 23 interviews with experts in this regard. Also, structural-interpretive modeling was used to level and determine the relationship between model characteristics. The results of these interviews were 13 primary indicators. The research model is three-level, the third level of the necessary sports expertise index appropriate to the sports federation, the second level includes personality traits, communication skills and human resource skills and the first level are: popularity and social acceptance, management resume in sports federation, capital management skills. Thought, media interaction, political behavior, managerial characteristics, programming skills, financial management skills, and problem-solving skills. Mic-Mac analysis was used to identify the type of model characteristics. The results of Mic-Mac analysis showed that based on this, the criteria of the necessary sports expertise index in accordance with the sports federation are of the type of independent variables. The rest of the criteria are interface.

Literature and Objective:

The purpose of this study was to investigate the role of the development of economical and political culture in cultural development in Championship sport.

The method of the research was a mixed-model protocol. At first, a researcher-made questionnaire consisted of 24-item Likert scale was used after confirmation of validity and content. Reliability was also confirmed with Cronbach's alpha (0.85). 143 experts in the field of cultural and sport studies were selected purposively as the sample. The statistical method included exploratory factor analysis with Varimax rotation in order to identify factors, followed by a confirmatory factor analysis to test the impact of the identified factor and items on the cultural development in Championship sport.

in order of importance universalism, meritocracy, Realism, people's participation, sports business and economic ethics were identified as the six factors which are related to development of economic and ploitical culture. Furthermore, the items of, Get a place and support of representatives in international sports organizations, Assignmentof Sport responsibilities based on the experience and expertise, being strategic thought and long time avoiding of routine in sport, Private sector participation in sport, and Being Protection laws of Sport Economy and Collision with corruption in sport, considering this factors were the priorities, respectively.

Being Wide fields for activities in the economical and political dimensions of sport and tangible results in the of society,the need attention to culture in this dimension as development of political-economic culture in sport that could be cultural development Championship sport.

It has always been of great importance to select competent managers in organizations. The reason is that the competency of managers can play an important role in the development of societies. One of the arenas where requires following a scientific model to select competent managers is sport federations in Iran. Therefore, this qualitative study aimed at developing a native model to select heads of sport federations in Iran using grounded theory. 23 interviews were conducted with experts. The outcome of these interviews was a set of basic themes that were collected through the open coding process and some items were extracted from them; then, in the axial coding step, the connection among these items was determined under the following titles: causal conditions, phenomenology, strategies, contextual factors, interventions and the consequences of selecting the heads of sport federations. Then, in the selective coding stage, the story process was plotted. In this study, the causal conditions affecting the selection of the heads of sport federations were divided into two general categories: communication skills and required sport expertise in accordance with the federation. Intellectual capital management skill was determined for the intrusive factor and social popularity and acceptability were determined for the dominant platform. Personality traits, managerial features, planning skills, and negotiating and problem solving techniques were also considered as the core item. Moreover, managerial resume in the sport federations and financial management skills were identified as strategies and effective political behaviors, human resource skills and interaction with media were also included in the outcomes of this model.

The purpose of this work was to explain the effect of human resource competence on the organizational effectiveness considering the role of mediator of organizational innovation.

The research method used in this work was descriptive-survey, and in terms of the applied purpose. The statistical population of all employees of the sports and youth departments in the western provinces of Kermanshah, Kurdistan, Ilam, and Lorestan was 440 people. The statistical sample was determined on a Morgan table (200 people), randomly clustered. In order to measure the variables of the work, the meritocracy questionnaire (Moslehi, 2012), organizational innovation (Sarmad et al., 2011), and organizational effectiveness (Hui et al., 2009) were used. The validity of the questionnaires was confirmed using the comments made by nine management professors and sports specialist. The reliability of the instruments was confirmed by Cronbach's alpha (worthy of 0.932, innovation 0.85, and effectiveness of 0.927). For data analysis, the confirmatory factor analysis and structural equations were used.

According to the findings of the work, meritocracy had the highest impact with a coefficient of 0.85 on innovation. Thus, it was 0.73 effective. Innovation also had an impact of 0.24 on effectiveness. Also, meritocracy was indirectly influenced by effectiveness through innovation.

Based upon the research findings, increasing the negotiation and participation of employees in decision-making, empowerment based on employee competencies, and creating a space based on the trust of managers and staff can be effective in organizational effectiveness.

The aim of this study was to identify and explain competency pattern of managers in Iran Sport and Youth general offices. The method of this study was application and qualitative. The population consisted of those experts who selected and appointed executive managers in Iran. A combination of theoretical sampling and snowball sampling methods were used to select the sample. The data were collected by a review of documents during a literature review and interviews with sport experts, officials, professionals and managers. Atlas ti software was used to classify and code open, axial and conceptual codes. After coding the data, managers’ competency pattern was explained in 91 concepts, 11 items and 3 categories. After final analysis, competency pattern of Sport and Youth general managers was offered. Concepts and components of the obtained competency were useful for managers in areas such as recruitment, education, human resource development, managers’ education, increased productivity and development of organizational performance. Also, these concepts and components can be used to evaluate Sport and Youth general managers so that the current situation can be examined and steps can be taken to achieve a desirable situation.

Human resources are accounted of the most valuable organizational sources which materialize the aims of each organization through hard integrated efforts. These sources have potential capabilities and capacities which come to the scene in an organizational structure achieving this goal deem a comprehensive knowledge and perception or' Human' while needs to provide the proper ground for working. One of the most considerable factors in this concern is employing people in suitable position according to their abilities and experiences. This process is observed in meritocratic system in this respect the present survey will study the adaptation of meritocracy criteria whit P.E.O director's appointment. According to the compiled criteria same items such as duties, roles, management skill, and championship titles, membership in sport foundations, career precedence, coaching or officiating certificate are the cornerstones of meritocracy, pervious experiences in management research works and translation, passed training courses. Put forward services in farfetched regains, locality. According to the above said factors 67 managers and 81 experts have been considered as the research subjects. The results showed that there are meaningful statistical different between the average of compiled criteria for middle\executive manager and the respective optima (p=0.05). Most of the managers do not have the adequate proper merits for managing. There are no specific criteria for appointing the top directors in Islamic Republic of IRAN physical Education Organization.