نشریه مدیریت منابع انسانی در ورزش
سال دوم شماره 1 (پاییز و زمستان 1393)

The purpose of this study was to investigate the relationship between socioeconomic status and physical activity rate with quality of life and quality of work life among people who participate in sport for all programs.
The method used for the current research was descriptive and correlation strategies. Based on Rasht sport for all council report, the statistical population was 1200 people who participated in organized sport programs in Rasht City, which 350 of them were selected randomly as statistical samples. Finally, the results of 280 questionnaires (80%) were analyzed. The instrument was questionnaires of socio-economic status, level of physical activity, Valton (1973) quality of life and quality of work life questionnaire. The analysis of data were done by using Pearson and Spearman correlations coefficients, independent t test, kruskal-wallis test, and repeated measurements tests in a significance level of α≤0.05.
There was a positive and low significant relationship between socio-economic status with quality of life(r=0.15) and quality of work life(r=0.14) and between rate of physical activity with quality of life(r=0.17) and quality of work life (r=0.11). There was a positive and high significant relationship between quality of life and quality of work life(r=0.59). Also no significant relationship was found between socio-economic status and rate of physical activity.
physical activity, regardless of the socio-economic status, can promote quality of life and quality of work life. Of course other socio-economic factors can also predict quality of life and quality of work life.

The purpose of this study was to determine the relative contributions of selfmanagement skills in the job retention factors in physical education teachers of Tehran province counties.
Statistical population of this study included 1719 physical education teachers of Tehran province counties. 315 teachers were selected as the sample population according to Morgan table using Random-Stratified sampling method. Data collecting implements were 2 Questionnaires of job retention factors of Inglis & et al (1996) and self-management of Mezo (2005). The content validity of the Questionnaires was confirmed by 12 expert professors of sport management and reliability of them was defined using Cronbach's alpha test (α = 0.92) and (α = 0.84). Multiple regression analysis was applied for analyzing the data.
The multiple correlation coefficients implied a positive and significant relationship (r=0.501, p=0.01) between self-monitoring, self-evaluation and self-reinforcing with job retention factors. The results of multiple regression indicated that 25.1% of job hygienic factors variance was related to self- management parameters and self-monitoring was more important in anticipating job retention factors changes in comparison to other variables (β=0.299, ρ=0.001).
regarding to this study results, it seems that concentration and effort to self – management skill criteria as main anticipator of job retention factors among physical education teachers was very important factors.

The Purpose of this study was to exploring the Relationship between organizational culture and knowledge management in sport and youth Ministry administration.
The present study is descriptive and also done according to correlation and field method. The statistical population of this study was the sport and youth Ministry staffs (N=746) and the 255 people as statistical sample with a simple randomized were selected. For gathering data, two standard questionnaires, Organizational Culture Questionnaire (Denison, 2000) and knowledge management Questionnaire (Haddad, 2007) were used. For the purpose of analyzing the results of the research, descriptive statistical (Average, Standard deviation, Tables & Charts) and Inferential Statistics (Kolmogorov-Smirnov Test, Pearson correlation test and simple regression) were used.
The results showed that significance positive relationship between organizational culture and knowledge management and significant predictor of this variable can be used for knowledge management.
According to the results, could conclude that organizational culture can play an effective role in knowledge management. In the other words, it seems that, for Implement knowledge management in the organization, it is necessary to pay special attention to the culture of the organization.

The purpose of the research was to investigate the relationship between organizational commitment with job satisfaction and job involvement among the sports and physical education university administrators and to explore how job satisfaction and job involvement anticipates the organizational commitment.
The research method was correlation; the type of the research was applied; and the data were collected by field method. The population was comprised of all the sports and physical education university administrators. The sample was equal to the total population (67 members). Three standardized questionnaires were used, job satisfaction (Weiss and et al, 1967), job involvement (Lodahl and Kejner, 1965) and organizational commitment (Mowday and et al, 1979). Correlation analysis and hierarchical regression analysis were used to analyze the data.
Finding: The results showed that there was a significant positive relationship between job satisfaction and organizational commitment (r=0.313), job satisfaction and job involvement (r=0.531), and organizational commitment and job involvement (r=0.384). The regression testing showed that the job satisfaction anticipates 47.6 percent and job involvement 26.8 percent of the variance of organizational commitment, respectively. As a result, job satisfaction and job involvement were identified as the overall indicators of organizational commitment.
Universities and the Department of Physical Education of the Ministry of Science, can consider the manager's high-level of organizational commitment and job satisfaction as a potential. In addition, in order for the managers to be committed to the organization, attention must be given to the two variables of job satisfaction and job involvement.

Investigating of the career development path dimensions among the General administration of sports and youth staff in North West of Iran.
The Method of the research was descriptive analytical method. The study population consisted of 320 person male and female employees in general administration of sports and youth in North West region, that 263 person based on non- random sampling targeted were selected. The tools used for the research was a Career Development Dimensions questionnaire of Schein (1990). For analysis of data used descriptive and inductive statistics (Kolmogorov - Smirnov, Pearson correlation, one sample T-Test, Independent T-Test. well as ANOVA.).
There was significant and positive relation between all Components of the career development path dimensions of employees, (α≤0.05). There was significant difference between three dimensions of the career development path consist of security and stability (t=5.26, p=0.001), technical/functional competence (t=4.19, p=0.005), creativity (t=5.8, p=0.001), and pure challenge (t=4.19, p=0.03). There was no significant different between mean of the Components of career development dimensions in the marriage status (r=0.42, p=0.05), gender (r=0.61, p=0.05), and finding of analysis variance (ANOVA) show that, there was no significant different between mean of the Components of career development path dimensions in the age (F=1.75, p=0.15), Education (F=0.09, p=0.98), duration of service (F=1.5, p=0.2), whereas there is significant difference only in the work place (F=1.82, p=0.001).
It is better if general administration of sports and youth North West region pay Attention to security and stability, technical/functional competence, creativity, pure challenge between all Components career development dimensions of employees for achieving the organizational objectives.

Organizational climate is one of the important features of systematic human combinations which its evaluation helps to recogniza the different kinds of effective factors in any organization. The purpose of the present study was to investigate the relationship between organizational climate and dual - trust (vertical and horizontal) of the top Iranian sport federations staff (wrestling, weightlifting, taekwondo, track and field).
The research method was analytic-correlative. The population included all Iranian top sport federations (wrestling, weightlifting, taekwondo, track and field) staff (N=88). No sampling was used and all population members were under research consideration (N=n). The Moghimi and Ramezan (2011) standard organizational climate questionnaire, the McAllister (1995) standard interpersonal trust questionnaire and the Shoorman & Ballinger (2006) standard trust in the superior questionnaire were used for data collection.
There was a positive and significant correlation between organizational climate and dual trust, included interpersonal & supervisory trust (P=0.001), although the intensity of the relationship between organizational climate and trust in superiors was more pronounced (r=0.363, p=0.363). The results evidenced no significant differences between the various groups regarding the dual trust in the federations (P=0.119), but in regard to organizational climate the significant difference were observed (P=0.027).
Whatever the organizational climate prevailing in a federation to be better, there is the expectation that also have higher level of organizational trust in there.