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

This study was conducted to present a model of the factors causing organizational anomie in the General Departments of Sports and Youth of Iran, with emphasis on psychological variables. The research utilized a combination of qualitative and quantitative methods. The participants in the qualitative section were experts and university professors, selected through purposive sampling, totaling 15 individuals. In the quantitative part, the statistical population consisted of all managers and employees of the Department of Sports and Youth of Iran, approximately 2200 people, with a sample size of 328 individuals selected using the available sampling method. Qualitative data analysis was performed using content analysis and coding process. The qualitative analysis identified 33 main codes and six central codes for content factors, 28 main codes and eight central codes for causal institutional factors, 50 main codes and eight central codes for causal managerial factors, 40 main codes and eight central codes for contextual factors, 13 main codes and five central codes for psychological factors, and 23 main codes and eight central codes for organizational anomie factors. The impact of psychological factors on organizational anomie was found to be significant.  However, the pattern fit indices (χ2/df = 12.45, GFI = 0.59, CFI = 0.59, IFI = 0.60, NFI = 0.57, and RMSEA = 0.18) were not acceptable and did not support the final research model. Psychological factors were found to be the most important factors influencing organizational anomie in the Department of Sports and Youth. These variables need to be examined and adjusted. It is suggested that by modifying psychological variables, a significant portion of organizational anomie can be controlled.

The aim of this research was to study the effect of organizational Anomia on organizational hypocrisy with the mediator role of Social Undermining and Working low in the Tehran Municipality Sports Organization. The research method is descriptive-correlational. The statistical population included all employees of Tehran Municipal sports organization. The statistical sample was estimated to be a sufficient number for Smart Pls Modeling software (215 people) and stratified sampling was random. The research instrument was a redesigned questionnaire from previous research for four variables and on a 5-point Likert scale. Content validity of the tool Verification was verified and approved using expert opinion (12 people), Reliability using Cronbach's alpha coefficient and construct validity using factor analysis. The results showed that in direct relationships; the variable of organizational anomie had a significant effect on social wear (0.444), employee underemployment (0.787) and organizational hypocrisy (0.294). Also, the effect of social wear on organizational hypocrisy (0.386) and underemployment of employees (0.21) was significant. The effect of staff underemployment on organizational hypocrisy (0.498) was also significant. In indirect relationships, too; the effect of organizational anomie on organizational hypocrisy was significant through the two mediating variables of social wear (0.19) and underemployment (0.27). According to research findings, it can be said that although organizational Anomia itself can lead to negative organizational behaviors such as hypocrisy But if the mediator and intervening variables are not controlled This effect can be much more intense.

the purpose of the present study was to investigate the relationship between anomie, organizational trauma, and professional commitment to physical education faculty members at Farhangian University. The research method was descriptive-correlational and applied in terms of purpose and was conducted in the field. The statistical population of this study consisted of faculty members and physical education experts of Farhangian University (270 persons) who were studied in full in numbers and after collecting the questionnaire 262 of them were usable. To collect data, the standard questionnaire of organizational trauma was used by Cleveland & Serlak (2015), researcher-made organizational anemia questionnaire Rafi Pour (1999) and Wei Wan (2015) and Mir & Allen (1993) professional commitment standard questionnaire. Their content validity was confirmed by 10 professors in the field of sport management and construct validity of the questionnaire was confirmed by confirmatory factor analysis. The results showed that organizational trauma had a significant relationship with the professional commitment of faculty members of Farhangian University. Therefore, providing a calm atmosphere in the workplace and eliminating the factors that cause chaos and emotional trauma leads to a higher commitment of staff. The findings also showed a significant relationship between organizational anomie and professional commitment in the study group. Identifying the causes of anomie in the organization and providing appropriate solutions to eliminate the causes of anomia can prevent many destructive factors.