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

This qualitative study aimed to identify the general requirements and main criteria for admission to formal sports coaching education programs.

The study utilized an exploratory qualitative design, with semi-structured interviews as the primary data collection method. Qualitative thematic analysis was employed as an analytical strategy to identify, analyze, and report patterns or themes that emerged from the data. Eighteen experienced experts involved in coach education were selected through a purposeful sampling procedure and participated in the research work.

The study identified three high-level themes that represent the general requirements and criteria for admission to the formal sports coaching education programs "prerequisites," "human skills," and "ethical orientation." The prerequisites included having a background related to the sport, interest, and age. Effective communication with people, paying attention to the socio-cultural characteristics of athletes, and mutual and appropriate understanding of athletes were identified as the human skills required. The sub-themes of ethics included compliance with ethical issues, the role of being a model, not having an unethical history, helping athletes to develop ethics, being committed and trustworthy, and having a coaching philosophy.

 The study's findings suggest that by considering the proposed criteria, the initial selection of candidates interested in entering formal sports coaching education programs can be modified, resulting in the training of higher-quality coaches with a greater capacity to improve athlete performance.

The present study was designed and implemented with the aim of presenting the model of empowering human resources based on information and communication technology in the general departments of sports and youth of the country. The present study was a mixed-quality study that was performed qualitatively-quantitatively. The statistical population in the qualitative section included experts familiar with the subject of research. The statistical population of the study in the quantitative section included all employees of the information technology sector, senior employees, managers and deputies of the General Departments of Sports and Youth, whose number was about 640 people. Based on Morgan's sample size chart, 242 people were identified as the research sample. The present research instrument included a semi-structured interview and a researcher-made questionnaire. In order to analyze the findings of the present study, open, axial and selective coding as well as the use of structural equation methods using PLS software were used. The results of the measurement model showed the significant effect of technology construction on empowerment. The results also showed that the technological environment does not have a significant effect on empowerment. The results of the measurement model showed a significant effect on information systems on empowerment. The results of the measurement model showed a significant effect of information and communication technology on empowerment.

The process of sports coach education and development (SCED) is complex and dynamic. The purpose of this investigation was to develop a model for SCED framework. For this purpose, an emergent (emerging) grounded theory approach was used to explore what aspects and factors are important in SCED, and how the education, evaluation and development of sports coaching should be. Themes on SCED were derived by a qualitative study. Data collection was performed through semi-structured and in-depth interviews with experienced experts involved in coach education (N = 18 expert interviewees) who selected by using a purposeful sampling procedure. The transcripts of interviews were read and then coding was done. Synthesizing the main themes led to the development of a model, consisting important aspects of SCED. The most important elements of the model include: recruitment and admission; educational administration; the process of coaches’ development and promotion; long-term coach education; continuous feedback; trained advanced coach; as well as barriers. The model can be used in sports coach education and development and provide roadmaps for future research on sports coaching.

Summary:

 At the beginning of the 21st century one of the new problems reported in the world sports sector was match-fixing. Every year, a large number of collusions are reported in domestic competitions or world competitions under the supervision of the committees or world federations, and this can have many consequences.

Match-fixing is ranked the third in corruption in sports, which can be defined as a deceptive act or action in order to determine the outcome of a match before it is carried out. Collusion can have many consequences for the players, referees, coaches, league managers, fans, and supporters (Peurela, 2013). Match-fixing in sport can also have other definitions if it can affect a course or outcome of a sporting event in order to gain an advantage for one person or for the others (individuals or institutions) and eliminate all or part of the uncertainty in the length of a competition (Moriconi, 2016). Carrying out research works that can lead to the aggregation and analysis of the opinions of different experts will probably lead to a reduction in the decisionmaking time of club managers in order to combat this phenomenon for a fair athlete benefit from sports and maintain the sanctity of clean sports. Therefore, the main question will be answered in the two axes of contexts and strategies so that what components are effective on the formation of collusion in sports. After identifying these components, the main question is the strategies available to combat collusion or reduce the opportunity to create it.

Methodology and Approach: 

This research work was a qualitative one in terms of the strategy type, and the grounded theory was used in terms of the research method. The participants in this work included the knowledgeable people, managers, coaches and athletes, psychologists, sociologists, and sports science professors who were familiar with the issue of corruption, and 18 people were selected non-randomly and by snowballs. The research tool was semi-structured interviews; before the interviews and at the first stage of the work, by studying the research background and collecting the library information, some existing cases were identified. After the interviews, the findings were analyzed using the contextual method. In this way, after conducting and editing the interviews, different views were coded and classified in the same conceptual groups and then analyzed qualitatively.

The results obtained showed that the legal, economic, public pressure, prejudice, athlete morale, control, professionalism, and social and sports nature were among the factors associated with match-fixing. The strategies including the financial management reform, education, transparency, structuring, and social organization were also identified. The strategies could be examined at three levels: individual, organizational, and extra-organizational. At the extraorganizational level, the social organizing strategies were considered; at the organizational level, education, transparency, financial management, and structuring; and finally, at the individual level, retraining could be emphasized. An athlete or professional coach should first help reduce deviant situations in the sport by promoting the ethical professionalism. Also the structure of sports clubs and leagues should limit the possibility and opportunity of collusion by creating the transparent financial structures and emergence of the Islamic and Iranian cultures.

This study aimed at explaining the role of effective strategies on developing human resources, organizational entrepreneurship and organizational development from the viewpoints of employees of Sport and Youth Ministry. According to the information from Information Department of Sport and Youth Ministry of Islamic Republic of Iran in 2016, the statistical population consisted of 850 employees. The sample size was considered 265 subjects based on Krejcie and Morgan Table. This study was application and survey.  Strategies in the Development of Human Resources Questionnaire (Mirsepasi et al., 2010) and Organizational Entrepreneurship and Organizational Development Questionnaires (Talebpour&Razavi, 2016) were used. Their reliability were calculated as 0.87, 0.91 and 0.82 respectively. To test the conceptual model, structural equation modeling based on partial least squares method using PLS statistical software was applied. The results showed that strategies of the development of human resources had a significant effect on organizational entrepreneurship and organizational development. Also, organizational entrepreneurship had a significant effect on organizational development. According to those factors affecting the development of human resources and the promotion of organizational entrepreneurship, employees were an effective factor in promoting organizational development.

The purpose of this study was to investigate the relationship between work ethic, job commitment and job performance among employees of the offices of sport and youth in Khorasan Razavi province. The research method was descriptive-correlation. The statistical population of the study consisted of all employees of the offices of sport and youth in Khorasan Razavi province in which 177 people were selected as the statistical sample based on Krejcie and Morgan (1970) sample size determination table. Data collection instrument includes, demographic characteristics questionnaire, work ethic questionnaire (Meriac and et al, 2013), job commitment questionnaire (Meyer and Allen, 1994) and performance self-assessment questionnaire (Abramis, 1994). The Face and content validity of questionnaires was confirmed by professors of sport management and their reliability determined by Cronbach’s alpha coefficient of 0.88, 0.74 and 0.92 respectively. Structural equation modeling techniques were used to examine relationship between variables. The findings showed that, work ethic had positive and direct effect on employees’ job performance (β=0.37, p=0.001). In addition. Work ethic had positive and direct effect on employees’ job commitment (β=0.49, p=0.001). Attention to the work ethic and job commitment in various aspects of knowledge programs and organizational learning to increase performance and active participation of employees in the organizational affairs and personal responsibility is necessity.