Predicting the Organizational Performance of the Employees of the Sports Federation for the Disabled Based on Psychological Resilience and Innovation

Background &

In recent years, one of the main steps taken to improve the quality of life, the participation of the disabled and veterans in social activities and prevent their isolation in society. This measure aimed to increase their participation in sports competitions. Considering that the Sports Federation for the Disabled and Veterans is in charge of the sports of this population, to provide better services to the disabled and veterans, it seems essential to understand the factors that affect the performance of the employees of this organization. Considering the close relationship between the federation employees in managing the disabled and veterans, and the transfer of their moods and spirits to them, as well as the optimal performance of their organizational activities. In line with macro goals, nationally, it seems necessary to study effective characteristics. Study on the performance of the staff of the Federation of Disabled and Veterans, as a study gap, to identify interfering factors in the performance of the staff of this organization. The present study aimed to predict the organizational performance of the staff of the Federation of Sports for the Disabled and Veterans based on psychological resilience and innovation.

This was a descriptive correlational study. The statistical population of this study was all employees of the Sports Federation for the Disabled. Of them, 54 subjects were selected by the convenience sampling method. The Connor and Davidsonine Resilience Questionnaire was used to measure participants' resilience. Akbarzadeh obtained 91% reliability of this questionnaire through Cronbach's alpha coefficient method. Moreover, its validity was reported by correlation of each item with the total score of the categories between 41 and 0.64. Chupani and asociates (2012). The Organizational Innovation Questionnaire was used to examine the variable of organizational innovation tendency. Chupani et al. reported a test reliability coefficient of 0.7 per factor and the whole questionnaire. They also confirmed the validity of the questionnaire through construct validity and convergent validity approaches. Lopez-Nicholas (2011) questionnaire was used to measure organizational performance. The reliability of this questionnaire was obtained by Vazifehdust et al. (2014) using Cronbach's alpha coefficient method of 0.936. Furthermore, the relevant professors confirmed the face validity of the questionnaire. The obtained data were analyzed using Pearson correlation coefficient and multiple linear regression at the significance level of 0.05 in SPSS.

The current study findings suggested that more than 60% of the research participants were male, the most common work experience was related to the classes 6-10 years, and over 20 years and more than 42% of the participants had a master's degree. Kolmogorov-Smirnov test was used to evaluate the normality of the distribution of variables. The relevant results indicated that the distribution of variables was normal. The collected results signified a positive and significant correlation between innovation with organizational performance (r=0.79, p=0.001) and resilience and organizational performance (r=0.74, p<0.001). Innovation and resilience could also directly predict organizational performance (ADJ.R2=0.76).

According to the obtained results, with the increase of psychological resilience and innovation, the performance of employees in providing services to veterans and the disabled increases.