نشریه مطالعات مدیریت رفتار سازمانی در ورزش
سال ششم شماره 4 (پیاپی 24، زمستان 1398)

The purpose of this study was to design a model for the participation of disadvantaged athletes in the analysis of causative and deterrent factors using the psychological continuum model (pcm). The present study was descriptive in terms of its nature and purpose. The statistical population of this study includes all disabled people in sports federations, which numbered over 1,000 people, of whom 700 were men and 300 women were women. In order to select the sample group, 278 people were selected using simple random sampling method based on Morgan table. The sample was evaluated through a researcher-made mental relationship questionnaire (relationship psychology, exercise motivation, barriers and interference). The collected data were analyzed on two levels (descriptive statistics and inferential statistics). At the level of descriptive statistics, the mean and standard deviation were used and at the level of inferential statistics, the group hierarchy process analysis technique was used. The results show that the value of the index of fitting of the model is desirable, which indicates a strong fit of the research model. There is a positive and high correlation between participation aspects. Ratings and weights The factors contributing to the participation of athletes with disabilities are (socialization, self-esteem, health, excitement, skill, fitness, performance, entertainment, and business), as well as the ranking and weights of the participation of athletes with disabilities, respectively (mental constraints , Facility constraints, access restrictions, cost constraints, interpersonal constraints, interest restrictions, and time constraints).

The purpose of this study is modeling the relationship between organizational intelligence and innovation in volleyball federation considering organizational culture as an intermediary variable. This research is applied, and The methods used is descriptive and Correlation analysis. The statistical population of the study consisted of all full-time employees and managers of valiball federation, in Iran. The number of them included 92 people. However, only 72 completed questionnaires. The instruments for collecting questionnaires in this research were Karl Albarecht's Organizational Intelligence Questionnaire, Hofstede's Organizational Culture Questionnaire (MHM), and a researcher-made Innovation Questionnaire, and a combination of Jimens-Jimens and others (2008), Pennyards (2006), Pegrague and Sohell (2006). Validity and reliability of these questionnaires were investigated using common methods. In order to test the hypotheses, structural equation method (Smart PLS software) was used. The results of this study showed that there is a positive and significant relationship between organizational intelligence and innovation in the volleyball federation. Also, the relationship between organizational intelligence and organizational culture as well as the relationship between organizational culture and innovation is positive and significant.

The purpose of the present study was to the relationship between organizational envy and positive work engagement in physical education teachers with the mediating role of hypocritical behaviors. Methodology of the research in terms of the main strategy, was quantitative, in terms of the strategy, was scrolling, and in terms of analytical, was descriptive-correlation. The statistical population consisted of physical education teachers in the South West Azerbaijan province (n = 450), 208 of whom were selected by random sampling. The research data were selected through organizational envy questionnaires of Valizadeh, Azarbayjani (2010), positive work engagement Utrecht (2009) and hypocritical behaviors Bagheri Mahonaki (2014). Data were analyzed by descriptive and inferential statistics using SPSS software. 20 and lisrel. 8.50 were analyzed. The results showed that the direct effect of organizational Envy on positive work engagement (t = -0.28 , t = -0.38); the direct effect of hypocritical behaviors on positive work engagement (t = -0.05 , β = -0.25) the direct effect of organizational envy on hypocritical behaviors (β = 0.51 , t = 6.69). was significant and the indirect effect organizational envy with mediating hypocritical behaviors was on positive work engagement (β = 0.128). Therefore, organizational envy can provide the basis for hypocritical behaviors and reduce positive work engagement in teachers'. It is suggested that in order to increase positive work engagement in teachers' , managers and policymakers to norms and behaviors that reduce organizational Envy such as honesty, justice, commitment, and responsibility adhere in interacting with teachers.

The purpose of this study was to investigate the effect of human dignity based management on organizational cynicism of physical education teachers in Tehran with regard to the mediating role of organizational virtue. The purpose of this research was applied research and correlation research based on structural equation modeling which was conducted in field form. The statistical population of the study consisted of all teachers of physical education in the schools of Tehran in the academic year of 1398-98. In order to collect data, the questionnaires of humility and critical human dignity (1396), Cameroon et al. (2008), and Dean et al. (1998) were used. Descriptive statistics were used to analyze the data and Pearson correlation tests were used in SPSS software and structural equation modeling in AMOS software. The results showed that there is a negative significant relationship between human dignity management and organizational virtue with organizational cynicism and there is a positive significant relationship between human dignity management and organizational virtue. Based on the results of the research model, it was found that human dignity management had a significant negative effect on organizational skepticism and organizational virtue, and human dignity management had a significant positive effect on organizational virtue. It was also found that organizational virtue has a moderating role in the relationship between management based on human dignity and organizational cynicism. Keywords Human dignity management, organizational virtue, organizational cynicism, physical education teachers.

The purpose of this study was to investigate the impact of organizational silence on organizational citizenship behavior (OCB) with the moderating role of organizational justice among employees of North Khorasan province sport and youth departments. The research method was descriptive and structural equation modeling type. The statistical population of this study was all staff members of sport and youth departments of North Khorasan province (120 people) and the statistical sample was considered equal to the statistical population. The data were collected using three standard questionnaires of organizational silence (vakola and Bouradas, 2005), organizational citizenship behavior (Organ and Konovsky, 1989) and organizational justice (Neihoff and Morman, 1993) and their reliability in a preliminary study was 0.72, 0.69 and 0.87, respectively. Data analysis was done by partial least squares method (PLS). The results showed that organizational justice had a positive and significant effect on OCB, but organizational silence had a negative and significant effect on OCB; also, the results indicated that the organizational justice variable could not play a moderating role in the relationship between organizational silence and OCB. Therefore, it is recommended to managers to break the atmosphere of silence in organizations and create an atmosphere that Accepts employees’ feedback and ideas as an important organizational input to empower employees through this and encourage active volunteering to resolve organizational issues.

The purpose of this study was to provide a model for changing the behavior of student sport managers in implementing of strategic plans by integrating a balanced scorecard and six sigma. The present study was a qualitative and comparative study that was done qualitatively. The statistical population of the study was an unknown number of specialists familiar with the balance score card and six sigma, student sport managers, articles and researches about balance scorecard and six-sigma and their integration. Twenty people were selected by snowflake method and 30 articles and researches were selected purposefully method as the research sample. Interview, study and data matching were used to achieve the research objectives. Data were analyzed qualitatively and inductively that the required data saturation was obtained through interview and study of articles and researches. The results of the study showed that to change the behavior of student sport managers to implement strategic plans in student sport by integrating a balanced scorecard and six Sigma, it is essential for managers to use a model that it will be mission, strategies, perspectives, strategic objectives, measures, non-six sigma projects, six sigma projects, operational plans, initiatives, and improvement cycles.

method is descriptive-correlational. The statistical population consisted of all employees of all departments of sport and youth. The statistical sample was estimated on the basis of Morgan table and the relevant number for modeling (305 people) And clustered from 11 provinces. The research tool was three empowerment, talent management and organizational intelligence with 5 Likert scale. The validity of the tool was evaluated and approved by experts (content validity), Cronbach's alpha coefficient (reliability), and confirmatory factor analysis (structural validity). Data analysis was performed using structural equation modeling method in SmartPlus software environment.The results showed that the The variable of talent management has a positive and significant effect with the coefficient of 0.56 and 0.90, respectively, on employee empowerment and organizational intelligence. Organizational intelligence variable has a positive and significant effect directly with coefficient of 0.31 on empowerment of employees. The indirect effect of talent management on empowerment (through organizational intelligence) was significant with a coefficient of 0.44 and its direct effect was less. According to research findings, The empowerment process ultimately plays a role through the components of influence. In general, in sport and youth departments, organizational intelligence has a greater role in empowerment process than talent management system.

The purpose of this study was to investigate the effect of perception social Status on work engagement in teachers of physical education in Kermanshah city. The statistical population consist all teachars of physical education in Kermanshah city. Simple random sampling method and sample size were 218 people. Participants completed social Status questionnaire and Utrecht Work Engagement Scale. The data analysis was performed using one-sample t-test and Structural Equation Modeling (SEM). Validity and reliability of the Measurement models were confirmed.The results of single-sample t-test showed that the level of perception social prestige (2.71 ± 0.60) and work engagement (2.36 ± 0.49) in the studied society were lower than average. The Structural equation modeling revealed that social Status effected on work engagement (β=0.71). In addition, perception social Status also explains 0.50 work engagement variances. The results of this study show the importance of paying attention to the social Status of teachers and make it as a factor in promoting work engagement at school.