youth departments

One of the most important challenges of today's managers in organizations is the insufficient use of intellectual resources, mental capacity and potential capacities of human resources; In most organizations, the capabilities of employees are not used optimally and managers are not able to use their potential. Certainly, an organization is more successful if it has a capable and committed workforce, because empowerment is one of the newest techniques to increase effectiveness and efficiency by increasing the commitment and organizational citizenship behavior of human resources. However, in general, psychological competence and individual creativity are among the important variables in people's working lives and can play an important role in individual and organizational growth. Researchers believe that these variables are more individual and can be developed through intervention strategies. In this regard, psycho-individual strategies can be one of the effective strategies on the development of psychological ability and creativity of the individual that can provide the field of mental well-being to the field of mastery of job processes. Psychological education generally refers to a set of complementary therapeutic interventions that operate with a systematic, structured and educational approach to the development of mental and psychological aspects. In fact, this method takes steps to create lasting behavioral changes in the target individuals by providing individual and social educational goals. However, in general, considering the job pressures and increasing burnout, as well as psychological problems of employees and reducing innovation and job creativity in organizations, recognizing appropriate strategies for psychological empowerment and individual creativity is noteworthy and important. Therefore, considering the positive effects of psycho-individual mechanisms on various physical and psychological dimensions and research gap in the field of its effects on psychological competence and individual creativity, the aim of this study is to provide therapeutic solutions based on psycho-individual mechanisms on psychological competence and individual creativity.

This research in terms of Purpose is applied and in terms of how to do it is Descriptive correlation type (regression). The statistical population of this research in the qualitative part includes the elites in the field of organizational psychology as well as some selected managers of sports and youth departments. The interview continued until reaching theoretical saturation (10 people). The sampling method was purposeful. The statistical population in a small part includes all the staff of the Ministry of Sports and Youth, of course, except for the service staff who are working in this organization in 1399. The statistical population was equal to 890 people and the number of samples was equal to 500 people, of which 485 questionnaires were returned correctly. In this study, three questionnaires have been used, including a questionnaire of treatment strategies based on psycho-individual mechanisms, researcher-made and based on theoretical foundations and interviews with experts (20 items and four components), Spritzer Psychological Empowerment Questionnaire (1995) (18 items and Five components) and the Creativity Questionnaire Randsip (1979) (30 items).

To evaluate the fit of the structural model of the research, several criteria are used, the first and most basic of which are the coefficients of significance t or t-values. If the value of these numbers exceeds 0.95, it indicates the correctness of the relationship between the variables and thus confirms the research hypotheses at the confidence level of 1.96. Of course, it should be noted that the numbers only show the correctness of the relationship and the intensity of the relationship between the variables can not be measured with it. The value of R2 is zero for exogenous or independent variables. In this section, the value of R2 is equal to a strong value for the two variables of the research model of individual creativity and psychological empowerment. Q2 value: This criterion for both dependent variables of the research model is more than 0.15, which indicates that the exogenous variables (independent) are moderate in predicting the dependent variable and the proper fit of the structural model of the research is somewhat burdensome. Another confirms. General Model Fit (GOF): The general model includes both the measurement and structural model parts, and by confirming its fit, the fit of the model is checked. Considering the three values of 0.01, 0.25 and 0.36, which are introduced as weak, medium and strong values for GOF, in both variables, a value greater than 0.36 was obtained, which indicates a strong overall fit of the model. According to the results of structural equation modeling, the T-value of both relationships in the research model is more than 2.58, so at the level of 0.99, therapeutic strategies based on psycho-individual mechanisms on individual creativity and empowerment it is psychologically influential.

Reason for the effectiveness of psychological interventions is that psychological training disrupts the processing of dysfunctional thoughts and negative biases due to metacognitive monitoring and the person deals with it more consciously, so this leads to changing defective patterns of thinking and training attention control skills. , Increases the preventive aspect of treatment. Psychological training involves maintaining awareness voluntarily and based on attention to specific topics such as bodily emotions from one moment to the next. HoweverWhen the mind is distracted by thoughts, feelings, sounds, and experiences in general, the content of those experiences is memorized and then attention is slowly but surely turned to specific protected goals. This process is repeated many times. In fact, by using psychological techniques such as conscious breathing practice, it can be used again to return to the present. As in the technique of pervasive observation, thoughts are seen only as an object, not necessarily reality itself, and these factors improve coping and regulation of one's emotions. . However, in general, improving the mental and physical condition of individuals through psycho-individual mechanisms by creating favorable physical and psychological conditions for the individual can lead them to focus on career advancement, personal empowerment and increase creativity and innovation. Psycho-individual mechanisms can improve the process of information processing in the mind and provide the conditions for improving cognitive processes such as attention and memory. However, it is suggested that managers and officials of organizations to benefit from the psychological-individual mechanisms of employees. However, some of the limitations of the present study include the corona virus epidemic and difficult access to the statistical population and limited research background.

Organizational culture gives a sense of identity to members of the organization. Organizational culture is a set of basic assumptions that people in the organization, in dealing with problems, adapting to the environment and achieving internal unity and coherence, have created, discovered and developed and proved to be useful and valuable and therefore as a correct method of perception. , Thinking and feeling are transmitted to new members. In other words, a set of values, guiding beliefs, understandings, and ways of thinking that are shared among members of an organization and sought by new members as the right way to do things and think is called organizational culture. this research has developed to preparation a productivity model based on organizational culture and employees’ motivation in the department of youth and sport organization in Iran.

This research is applied in terms of purpose. Also, considering that in this study, the researcher sought to investigate the relationship between organizational culture and employee motivation and productivity, therefore, the research method was descriptive in terms of data collection. The statistical population of the study was the general managers, deputies, heads of groups and responsible experts and experts of the General Departments of Sports and Youth of 31 provinces, which numbered more than 9000 people. Statistical sample 26Study Based on the table -Kersey and Morgan, 269 people were considered and the same number of questionnaires were distributed among the statistical sample. Also, the research sampling method was selected as a cluster. Robbins (2000) organizational culture questionnaire consists of 56 items and the reliability of this questionnaire is 0.98 and validity is 0.88. Another research tool of the Employee Motivation Questionnaire, Ojaghi, was developed in 2010 with 30 closed-ended questions and its reliability was reported to be 85% and its validity was 0.86. Productivity questionnaire has been validated by AGIO (Jamshidi Ghahfarkhi, 2011). This questionnaire has 26 items that the reliability of this questionnaire is 0.87 and the validity is 0.88. In this research, descriptive and inferential statistics have been used. Considering that the purpose of this study is to determine the correlation between variables and to estimate the criterion variable from predictor variables; Therefore, according to the results of Pearson correlation coefficient, factor analysis and path analysis, and finally to provide a suitable model, the structural equation modeling (SEM) method using SPSS 21 and LISRL software. Results and

The results showed that among 269 statistical samples, 160 (57.6%) were male and 114 (42.7%) were female. People with a bachelorchr('39')s degree with 47.6% are the most people in the statistical population. On the other hand, people with a doctoral degree with 5.2 percent have the lowest number of the statistical population, as well as the employment status of officials with 44.8% have the highest number of the statistical population. The results of inferential statistics of multiple correlation coefficient in Table 1 show that there is a direct and significant relationship between the criterion variable (productivity) and predictor variables (organizational culture and employee motivation) (p<0.001 and rp = 0.80). This indicates that 20% of productivity changes are related to the above factors and 80% are related to other factors outside the model. Organizational culture has a more effect coefficient than employees’ motivation on productivity and can be concluded that organizational culture has a more important role in explaining productivity.

When Zone seeks organizational culture and moves toward it, management and employees must play a dynamic role in the implementation of human resource activities. According to research results, one of the key preconditions of productivity is employee motivation, which is largely under the control of organizational managers. This result was obtained in previous research which shows that today the organizational culture has penetrated into all parts of the organization and even the most important human resource has not been deprived of this effect. Organizational culture has enabled organizations to have a comprehensive and complete view of their resources, especially human resources. Using this system, it is possible to increase the level of employeeschr('39') authority and give them complete and necessary information so that they can perform the task or work of the organization in the best way. Organizational culture, as a kind of identity, gives members of the organization. Culture creates in individuals obligations beyond personal interests and plays a major role in human resources. Today, creating and expanding changes in human resources through organizational culture is easily done and motivates the employees of an organization.

Organizational culture has an effective role in institutionalizing employee motivation, increasing commitment, increasing competence and capability, cost efficiency and cohesion, and can lead to maximum organizational productivity. It should be noted that organizations and companies must move forward step by step, that is, they must go through the practical and communication stages that are part of the organizational culture and consider it according to the type of approach, their point of view and localize it. Proper and accurate