جستجوی مقالات مرتبط با کلیدواژه « Human Resources » در نشریات گروه « تربیت بدنی »

The current research was conducted to investigate the effect of organizational health on the professional ethics of employees with the mediating role of strategic human resources management.

The descriptive research method was a correlation type with structural equation modeling, and the statistical population included all the employees of the General Directorate of Sports and Youth of Kermanshah province, a total of 238 people. For the necessary sample size, 149 people were selected by simple random sampling using the table of Karjesi and Morgan (1970). The data collection tools were the standard organizational health questionnaires of Hui et al. (1996), Cadozier's professional ethics (2002), and the strategic management of human resources by Chang and Hong (2005). All questionnaires' face and content validity were checked and confirmed with the opinion of supervisors and advisors, considering their standardization and widespread use in many studies, and their reliability was obtained using Cronbach's alpha coefficient above 0.70. Data analysis tools were the Pearson correlation coefficient, structural equation model, and path analysis using SPSS and AMOS software.

The findings showed that in the research sample, organizational health is directly affected by the professional ethics of employees. Also, findings about the effect of strategic management of human resources on professional ethics prove that strategic management of human resources is a significant predictor for the professional ethics of employees. In addition, the results showed that all the correlation coefficients and path coefficients were statistically significant, and organizational health's effect on employees' professional ethics through strategic management of human resources is positive and significant.

Because the General Administration of Sports and Youth play a vital role in developing sports in the country, it needs more attention to professional ethics and its establishment factors, including strategic management of human resources and organizational health. Suppose this organization wants to benefit from growth. In that case, it must have employees and managers who pay special attention to its members' professional ethics, human resources, and organizational health.

The purpose of this study was to identify the strategic capabilities of effective human resources in the Cycling Federation of the Islamic Republic of Iran. The current research method was descriptive-survey and applied. The statistical population of the research was made up of all the members of the board of directors, the heads of the provincial boards and the heads of the committees of the cycling federation. Izar research has developed a researcher's questionnaire, in order to identify the factors, interviews were first conducted with the relevant experts, and after reaching theoretical saturation, the factors were identified and the factors were measured with items, and a 5-point Likert scale was used. After its construction, its formal and content validity was confirmed by 10 specialists, and factor analysis was used for its structural validity. Its internal reliability was done using Cronbach's alpha and with 30 preliminary subjects. To determine the validity or reliability of the content validity measurement tool, it was measured and confirmed using the opinions of 10 sports management professors. In order to analyze the collected data, Bartlett's test and KMO exploratory and confirmatory factor analysis were used with the help of spss 22 software. The findings showed that the results of the exploratory factor analysis showed that the 35 indicators obtained in this research can be summarized on 4 general structural, policy-making, cultural and environmental factors. Therefore, according to the results, it is necessary to pay attention to the organizational structure and basic policies in order to institutionalize effective resources in the cycling federation, and finally, it is suggested to explain the philosophy of strategic development and employees in human resource planning through meetings and seminars. The cycling federation should be involved.

This research was conducted to design a human resource management model for the Iranian Bodybuilding and Fitness Federation in the digital age.

The methodology employed was qualitative with a thematic analysis approach. Participants included experienced sports management professors with relevant educational and research backgrounds and experienced managers and experts from the Bodybuilding and Fitness Federation. Based on theoretical saturation criteria and using purposeful sampling, 14 interviews were conducted. The main research tool was semi-structured exploratory interviews. Feedback was provided to participants, and non-influential narratives were sought to enhance internal validity. Additionally, intra-subject agreement was confirmed.

According to the findings, three prominent and influential indices of the human resource management of the Bodybuilding and Physical Fitness Federation in the digital age include digital culture, digital communications, and managerial processes. The findings indicate that digital culture encompasses technology acceptance, information protection, process advancement, promotion of participatory culture, work flexibility, data analysis capabilities enhancement, and training and awareness. The digital communications index includes components such as network structure, human resource management systems, quality of social media, video conferencing, and online training. Additionally, managerial processes include components such as evaluation systems, monitoring systems, reward and incentive systems, and recruitment and hiring systems.

Based on the findings, human resources personnel should be fully acquainted with digital indices in the modern era. Utilizing online training to enhance the skills of managerial staff and coaches of the Iranian Bodybuilding and Physical Fitness Federation and establishing an internal network for better communication and coordination among federation members can effectively improve human resource management and organizational performance.

The purpose of this study is to investigating the role of human resources in the Iran national under-23 football team’s failure to qualify for the Olympic Games. This research is qualitative-quantitative and it is an applied study that has been done in the field. The statistical population in the qualitative part were football and sport management experts. The statistical population in the quantitative section were formed by 150 current coaches, supervisors and managers of national football teams, and Iranian premier league teams in the adult and under-23 categories, as well as former coaches and supervisors of national teams in the adult and under-23 categories. The sampling method in the qualitative part was in the form of snowball until theoretical saturation was achieved. In the quantitative part, Convenience sampling method was used. The number of statistical samples was determined 108 people based on Morgan table. Semi-structured interviews and a researcher-made questionnaire were used to collect research information. In order to analyze data, descriptive statistics methods and Bartlett's Test of Sphericity, Kaiser-Meyer-Olkin Measure of Sampling Adequacy (KMO), exploratory and confirmatory factor analysis and Friedman test were used. The results indicate that 23 cases in the form of 3 components including managers, coaches and staff, and players are involved in the failure of the Iran national under-23 football team to qualify for the Olympic games. It is recommended that the responsible organizations make the necessary efforts to remove the existing obstacles.

The purpose of this study is Presentation of the Talent Management Dynamic Model for Futuristic Policy Making (Case study: Ministry of Sports and Youth). For this purpose, using the systems dynamics method, first the relevant variables are identified and then by constructing causal loops, the state-flow model of the research is presented.

The statistical population of the study consisted of the talented and specialized managers and professors in the field of talent management in which 12 individuals were purposefully selected as the sample group based on the snowball method to achieve theoretical saturation. Data analysis was performed using Vensim software.

According to the results, policies for effective implementation of the talent management process, including identification and absorption, development and retention of talents, were presented and finally, a talent management model was designed and developed for the Ministry of Sports and Youth.

This research provides a decision support system in the field of talent management; By applying different policies in this system and comparing its effects, the best policy is adopted which based on the system dynamics approach can be used to show the long-term effects of managers' decisions on the entire talent management system and also to correction their mental model.

The purpose of the current research was to determine the mediating role of international communication in the relationship between human resources and management approach with change management in the Ministry of Sports and Youth.

384 employees of the Ministry of Sports and Youth were selected in an available manner and completed the researcher-made questionnaires of international communication, human resources, management approach and change management. The data were analyzed with the help of correlation test, regression analysis and structural equations.

The results showed that there is a positive relationship between human resources and change management, between management approach and change management, between international communication and change management, and also between human resources and management approach with change management in the Ministry of Sports and Youth. Also, the results showed that international communication plays a mediating role in the relationship between human resources and management approach with change management in the Ministry of Sports and Youth

it was suggested that in order to improve change management processes in the Ministry of Sports and Youth, work on improving human resources, managerial approach and international communication.

The purpose of this study was to identify and prioritize the promoting and inhibiting factors in the development of extracurricular volleyball in girls' schools in Mashhad. The method of the present study was applied and exploratory and mixed. The statistical population of this research was separate in the qualitative and quantitative sections. In the qualitative section, the studied subjects included professors of sports management and volleyball experts (coaches, veterans and volleyball activists in the field of education and sports directors of education in Mashhad). The sampling method in the interview was snowball method (12 interviews) until the data reached theoretical saturation and in the Q questionnaire section it was targeted (26 people). The statistical population of the quantitative part of the research to complete the Q questionnaire included the upper spectrum along with physical education teachers of Mashhad and volleyball experts (coache, player, referee, etc.). Q methodology and factor rotation of the matrix and varimax rotation were used to analyze the research data in SPSS software environment.The findings showed that 5 mental models in the promoting factors and 6 mental models in the hindering factors are involved in the development of extracurricular volleyball in secondary schools. Finally, according to the inhibiting factors, suggestions such as contracting with other organizations, holding more competitions in schools and using specialized volleyball halls to hold classes, and according to the promoting factors, suggestions such as more advertising, holding in public places and The use of talented and honorary students in holding classes were presented.

The purpose of the present research work was to develop a model of organizational virtue based on professional ethics and organizational justice of the employees of sports and youth departments in the Chaharmahal and Bakhtiari Province.

The current research work was applied in terms of purpose and in terms of data collection; it was field and correlation type. The statistical population of the research work included all employees of sports and youth departments of the Chaharmahal and Bakhtiari Provincs (161 people). The statistical sample is selected as a total number and equal to the statistical population. The research tools included Niehoff and Moorman (2006) organizational justice questionnaires, Kirsten et al.'s professional ethics (2011), and Cameron et al.'s (2004) organizational virtue questionnaires. In this research work, content and construct validity were used to determine the validity of the questionnaires. Also in order to measure reliability, Cronbach's alpha coefficient and composite reliability were used, the findings of which indicated the reliability and validity of the measuring tool (Cronbach's alpha was 0.9 for organizational justice, 0.86 for professional ethics, 0.87 for organizational virtue, and 0.88 overall). Descriptive statistics and structural equation modeling were used to analyze the data.

The research results showed that the proposed research model has a good fit. There is a direct and meaningful relationship between justice and organizational virtue, and almost 60% of this relationship is explained through the mediating variable of professional ethics of employees.

According to the findings, it is concluded that organizational justice through increasing professional ethics will lead to the development of organizational virtue, and in order to increase organizational virtue, managers should pay special attention to strengthening professional ethics and organizational justice.

The purpose of this study was to map and streamline HR strategies in the Ministry of Sport and Youth with a balanced scorecard approach. The research method is descriptive and purposefully applied. The research data were collected in field and mixed method (quantitative and qualitative). The statistical population of the study in the quantitative section included 65 officials and experts of the Ministry of Sport and Youth Affairs and the provincial general managers of sport and youth equal to 65 persons and 12 experts in the qualitative section. Due to the limitations of members, the sample was considered equal to the population (integer). The research tool was a researcher-made questionnaire whose validity was confirmed by 10 university sports management professors and its reliability was confirmed by Cronbach's alpha test (α = 0.85). Logical induction method and Strategic Council meetings were used to analyze the data in the qualitative section and Cronbach's alpha and frequency percentage in the descriptive and quantitative sections. The findings showed that in the HRM system of the Ministry of Sport and Youth, there are 4 perspectives (productivity, stakeholders, internal processes and growth and learning), 26 strategic goals, 32 measures and 39 actions and initiatives. It can be concluded that given the alignment of strategies with strategic goals, measures and initiatives and HR initiatives and initiatives of the Ministry of Sport and Youth in different contexts, in addition to the strategic implementation, increase the capacity of the organization. And it's purposeful.

The purpose of this study was to design a comprehensive model for human resource management with an entrepreneurial approach. The method of the present study was mixed research. In this research, the foundation data method was used in the qualitative section. The statistical population of this research was senior managers of sports organizations, including managers of sports and youth departments and sports teams of Lorestan province. The number of statistical samples in the qualitative part was selected based on the purposeful method and 20 people and in the quantitative part the statistical sample included 289 people. Data collection tools included a semi-structured interview and a closed questionnaire. In order to analyze the qualitative data, coding was used as open, axial and selective coding and in a quantitative part, structural equation modeling was used. The results showed that the causal conditions include the attitude and responsibility of sports organizations to entrepreneurship; Entrepreneurial resource management is a central phenomenon; Strategies Having individual and organizational strategies; Interfering conditions for having an administrative and management system; Underlying conditions are the development and encouragement of entrepreneurship and the consequences are individual and organizational development. The final model of this research can be considered as a guide and model in the field of human resource management in sports organizations by sports managers.

Different sports federations can try to grow and develop their organization's human resources by using favorable relations with sports federations of other countries. Therefore, the design of the model was the influencing factors on the development of communication between the sports federations of Iran and the countries of the Persian Gulf.

The present research work was conducted in a mixed qualitative and quantitative method. The phenomenological approach was used in the qualitative part, and in the quantitative part, the descriptive survey approach was used. The participating community of the qualitative part includes experts related to the subject of the study, and semi-structured interviews were conducted with 21 of them. The data collection tool in the quantitative part was a researcher-made questionnaire taken from the qualitative part, the content validity of which was confirmed by Several experts, and due to the limitedness of the statistical society, according to the Morgan table, it was completed by 384 people related to the subject. The reliability of the instrument was also estimated using Cronbach's alpha coefficient. Finally, confirmatory factor analysis (structural equation model) was used in order to present the influencing factors on the development of communication between sports federations of Iran and Persian Gulf countries.

According to the information obtained from the research work, 71 primary topics were identified in the form of 11 main topics: media content, behavioral norms, infrastructure development, management strategy, political dimensions, security dimensions, sports interactions, international solidarity, sports communication, national prestige, and educational experiences. Also based on the results of the factor loadings, it can be said that the dimensions of security (0.952) have the most influence and national prestige (0.394) have the least influence on the development of communication between sports federations of Iran and Persian Gulf countries.

It is suggested to the senior managers of sports federations in Iran to use the concepts identified in this research work to improve sports relations with other countries.

The purpose of the research is to develop a model of intelligence and strategic thinking for the management of human resources in Iranian sports.

The characteristics of the current research in terms of methodology include the orientation of the research to the fundamental method; Qualitative research method; philosophy of research, interpretation; The research strategy is based on data theory method and the research approach is based on inductive method and finally the goal of exploratory research. The methods of snowball sampling and theoretical saturation index were used for sampling from the research community who were professors and experts in sports management. Interviews with experts and experts were considered as the starting point of the data collection process of this research. The people to be interviewed included 15 people who were selected in a theoretical manner. By selective coding by integrating the categories discovered from all the interviewees, he identified the main and sub-categories.

The results show that 179 initial conceptual propositions were obtained in these codings. According to the results of research among different organizational factors, organizational culture can play a vital role in limiting or persuading; Leaders who play important roles in relation to culture and strategic thinking process. Finally, after analyzing all the categories related to thinking and intelligence, we reached the model. Mobin shows the relationships between the main components and components resulting from the central coding about the thinking and intelligence of human resource management in Iranian sports. The categories extracted from the components formed the paradigm model. The conceptual model in this research shows the intelligence and strategic thinking model of human resource management in Iranian sports, which is based on the findings of this research.

Strategic planning alone cannot help managers in advancing their goals. Since strategic planning is based on past information, it will not be effective in the long term and due to the rapid changes in the external environment. Therefore, it is the responsibility of the strategy to guess the future of the business and plan for it. Senior management is not omnipotent in formulating a strategy and other factors are also effective. Formulation of strategy requires full understanding of business elements. Modern strategy leaves us in a dilemma. Strategy responds to needs and frees us from crisis. However, the role of management becomes particularly important when the environment is complex, unstable and ambiguous. May it be this manager who, with his tact, will lead the organization through the mysterious and foggy atmosphere of the crisis and bring it to its destination. The learning organization helps us in planning to promote people's innovation and their ability to deal with unpredictable situations, to promote innovators, people and their ability to deal with unpredictable situations, and educational planning to achieve the above goals. It will not be very difficult, but it needs to be careful. Learning should be a part of the daily schedule of the employees. Suggested that organizations pay more attention to employees through increasing motivation and raising the level of awareness and knowledge of employees in order to increase the information of employees in the field of intelligence and strategic thinking. Also, to differentiate their organizational position from competitors and create superiority over them.

Student sports are at the base of the country's sports pyramid and play a fundamental role in developing public, championship, and professional sports. Therefore, the present study aims to identify the factors affecting the development of physical education and student sports in the country's provinces (a case study in this study in Khorasan Razavi province). This study is applied and exploratory research in terms of purpose and nature, respectively, so the systematic method of data theory and Glaser approach were used. From the study's statistical population, 12 people were purposefully considered as a sample in the interview section. Researchers also exerted library studies as a complementary source of interview tools. Human resources, implementation of public and championship sports in schools, economic-financial, sports facilities and infrastructure, management, education-research, socio-cultural, laws and regulations, advertising, media, technology, and information technology were identified as effective factors in the sport's development of Khorasan Razavi province’s schools. Based on the results for the development and promotion of physical education and sports in schools, it is necessary to educate and train physical education and sports teachers in universities, hold educational courses for sports teachers, and provide school sports infrastructure. With the cooperation of donors and related institutions, continuous holding of camps and sports events, creation of talent identification bases in schools, holding scientific conferences and seminars with a focus on student sports, providing up-to-date and practical sports content for students, educational software usage, sports talent identification in schools, and constant monitoring of the activities of sports teachers.

A gap is evident between the current and comprehensive model for utilizing the talents and capabilities of the Ministry of Sports and Youth as well as planning achieve them. Therefore, the purpose of this study was to identify the causal loops of the talent management in the Ministry of Sports and Youth based on the system dynamics. For this purpose, with the use of exploratory method, required qualitative data were collected for the analysis through interviews based on the system approach and interactions among talent management's components and subsystems. The statistical population of the study consisted of the talented and specialized managers and professors in the field of talent management which 12 individuals were purposefully selected as the sample group. Data analysis was performed using Vensim software. The results of this study showed that the talent management system encompasses the main subsystems for identifying, attracting, developing and retaining the talents. In fact, these four subsystems are functioning under the policies of the talent management system; In other words, the talent management policies act as input for these subsystems. Also, the causal loops obtained from multiple talent management subsystems, influential variables and their interactions were drawn and presented as a basis for providing a solution.

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.

Today, due to the globalization of competition, rapid technological advances, continuous environmental changes, organizations are faced with uncertainties that have forced them to move beyond the local and national level to the international level based on new competitive patterns. have a more special look. By taking a comparative look at the countries of the world and comparing advanced countries, we find that the reason for the progress and development of countries is having efficient and capable human capital. If a society does not have this blessing, it certainly cannot achieve its desired goal. Therefore, the existence of effective human capital is one of the prerequisites for progress and development of any country. according to this, the purpose of this study is to investigate and analyze the state of human resources and its effect on the development and social sustainable performance of Iran's football industry.

Considering the exploratory nature of the research, the qualitative research method was used to identify the most important factors related to the research topic. For this purpose,  The required data were collected using in-depth interviews and analyzed in three stages of open, axial and selective coding. According to the use of foundation data method, the research sample was selected as a combination of theoretical and snowball sampling methods.

Research findings were obtained using simultaneous analysis and coding process, during and after the interviews. In the end, the research results showed research showed obstacles in 2 general sectors, including organizational and behavioral factors, have an effect on the social sustainable performance of the Iranian football industry, and in order to have a social sustainable performance in the two sectors, the above obstacles should be specially addressed.

In the current, organizations gain their real power and authority through the existence of expert human resources, as strategic assets. Humans, by possessing the greatest source of power, thinking, can provide the means of excellence, movement and growth of the organization. based on the findings of the research and since human resources are the most important asset of the organization and the essential factor for gaining a competitive advantage, in order to remove the obstacles affecting the development and social sustainable performance of the Iranian football industry in this field, it is necessary to comply with the requirements of planning, governance, Legal opportunities, training, support and facilities, partnership opportunities, transparency, integrated system of knowledge management and strategic management of human resources overcome the challenges.

The aim of the current research was to investigate the impact of strategic human resources management on professional competence with regard to the mediating role of organizational performance in Iraq's sports department. The statistical population was the employees of Al-Muthani Sports organization in 2023, whose number was 104 and all of them participated in the research as a sample. To collect data from three standard questionnaires of strategic human resources management by Nego et al. (2008) including the components of care and attention, rules and regulations, criteria and tools, organizational performance questionnaire by Zuhir et al. (2016) including the components Behavioral, retention and promotion, background and experience, technical and team management, and Mohammadi's professional qualification questionnaire (2015) including basic, personal and educational components were used. The reliability of the questionnaires was calculated using Cronbach's alpha coefficient, which was 0.92 for strategic human resource management questionnaire, 0.87 for professional competence and 0.91 for organizational performance. The coefficient of the path of strategic management of human resources on professional competence in Iraqi sports administration is equal to 0.56, and the existence of a significant and positive effect of strategic management of human resources on professional competence was confirmed. The path coefficient of strategic human resource management on professional competence with regard to the mediating role of organizational performance is equal to 0.19, which confirmed the existence of a significant and positive effect of strategic human resource management on professional competence with regard to the mediating role of organizational performance.

The purpose of this study was to design a human resource development model in sports organizations with an entrepreneurial approach using grounded theory in Lorestan province. Considering philosophical underpinnings of research in interpretive paradigm, in terms of the purpose, the study was part of an exploratory research.

The method of work was qualitative in which grounded theory research strategy with a systematic approach was used. Data were collected through semi-structured interviews and then open, axial and selective coding was performed. The statistical population of the study was the managers of sports organizations in Lorestan province. Due to the theoretical saturation of the data, the participants of the study included 20 senior managers of sports organizations in Lorestan province.

The findings showed that causal conditions consisted of  the attitude and responsibility of sports organizations to entrepreneurship, central conditions included having entrepreneurial resource management and individual and organizational strategies, intervening conditions was composed of administrative and managerial system, contextual conditions comprised of entrepreneurship development and finding incentives for it and finally, consequences were individual and organizational development (job performance, job satisfaction and job quality).

Considering the increasing importance of human resources as an important factor in the transformation of organizations in the era of competition, the continuous development and improvement of human resources and their cultivation seems inevitable. Managers of sports organizations should plan for human resource training and pay special attention to entrepreneurial skills.