نشریه مدیریت منابع انسانی در ورزش
سال هفتم شماره 1 (پاییز و زمستان 1398)

The purpose of the present work was to present a framework to identify the competencies of sport managers (COSMs) in the General Office of Sports and Youth in the Tehran Province.

Three major steps were taken to achieve the research goal. In the first step, the competency model of the sport managers was identified through the study of the existing literature, and then it was confirmed by the formation of focus groups. In the second step, the weights of competencies were determined using the fuzzy DEMATEL method with the participation of 12 senior managers of the organization. In the final step, based on the fuzzy TOPSIS technique, eight candidates were ranked to enter the talent pool.

In the first step of the work, the competency model of sport managers including seven core competencies (i.e. awareness of business rules and processes, familiarity with knowledge and rules of sport, supervision and human resource management, communications and public relation skills, economics and finance, leadership skills, and intelligence and political consciousness) was extracted. The dimensions of these competencies were confirmed by the formation of the focus groups. In the second step of the work, by determining the weight or relative importance of competencies, their degree of relative importance was determined, and the three competencies (i.e. political intelligence, leadership skills, and supervision and human resource management) were selected as the most important competencies in the competency model of sports managers. In the third step, the fuzzy TOPSIS decisionmaking technique was used to prioritize the precise ranking of the management candidates, and then the ratings of candidates for entering the talent pool were identified.

The framework and process introduced to identify the managerial competencies in other sports organizations can also be applied; however, due to the organization, different competencies can be counted for the managers of each organization. The process of extracting the competency model using a combination of literature in this area and endorsing senior executives is a common approach to develop a competency model. The weighting competencies is one of the less practiced functions but it is also a useful approach to determine the relative importance of competencies in different organizational and managerial positions.

The purpose of this work was to identify and pioritize the performance evaluation indices of football coaches and players of the Iranian national teams.

This work was conducted in two parts using a mixed methodology. In addition to a systematic review using the 360-degree feedback technique, the evaluation resources were selected to identify the performance evaluation indices. The participants included the football coaches, athletes, university professors, retired athletes, referees, media persons, and fans. The sampling method of this work was purposive. In this work, in addition to identify the indices, they were prioritized by the experts using the Analytical Hierarchy Process (AHP) technique. The instrument used was an AHP questionnaire whose data was entered into the software for a pairwise comparison of the indices.

The results obtained showed that the five categories of "technical features", "personality features", "moral and behavioral features", "psychological and communication features", and "managerial features" were the indices of the performance evaluation of the coaches in the Iranian national football teams. Also for a national football player, the performance evaluation indices included the three categories "technical features", "moral and behavioral features", and "personality features".

The results of this work introduced new indicators, compared with the previous works. It seems that the 360-degree feedback approach in selection of the evaluatoris capable of distinguishing the results obtained from those obtained in similar studies. In addition to the practical recommendations for each index, the researchers recommend to research about the football player performance evaluation.

The purpose of this research work was to investigate the theory of glass ceilings in the field of women's sports.

The aim of this work was to collect data by a mixed method. Given the research constraints such as the access to people, the statistical society was formed by the managers and sports experts in the field of women, athletes, lawyers, and faculty members, who were selected purposefully for qualitative interviews on the subject of research and selected by the snowball sampling. Selection of the experts was used with maximum oscillation to achieve a theoretical saturation, which eventually led to interviews with the researchers reaching the saturation level. The statistical population in the small section of all female managers was the Ministry of Sports and Youth, sports federations, sports departments and youth, and female experts of the Ministry of Sports and Youth. A total number of 94 questionnaires and 19 subjects were selected by the targeted and accessible method. The women's barriers Questionnaire had 60 items and 8 items, the validity and reliability of which were confirmed. In this work, we used the Fridman test, one sample t-test, independent t-test, and CFA and SPSS and Amos software for analysis.

Prioritizing the managerial barriers for women at senior management levels in Iran's sport showed that the highest priority was related to the "management barriers" and the lowest one was related to the "individual barriers". The social barriers (t = 21.55), social barriers (t = 17.26), organizational barriers (t = 29.98), management barriers (t = 11.72), legal barriers (t = 22.92) , political barriers (t = 17.63), and glass roof sensation (t = 24.19) were significantly different among the female managers in Iran and other countries; with this interpretation, in all cases, the average barriers felt in the female sports managers were higher (p = 0.01) but there was no significant difference between the personal and family barriers.

Based on the research findings, the internal and external barriers are involved in the women's management. Thus women must, by believing in their abilities and showing their sensitivity to their problems, try to pursue their demands in sports organizations through law and logic.

The aim of the present work was to investigate the effects of the intellectual capital on the organizational innovation and organizational agility considering the mediating role of the professional ethics variable.

The statistical society was all the staff of the Youth and Sport offices in Isfahan. The sample was determined to be 260 and it was selected by the categorized random method. For data collection about the intellectual capital, organizational innovation, organizational agility, and professional ethics variables, the Bontis, Chua Chong, and Richardson (1998) standard questionnaire; the Choupani (2012) standard questionnaire; the Jafar Nejad and Shahaie (2007) standard questionnaire; and the Cardozier and Brown (2004) standard questionnaire were used, respectively. For data analysis, the structural equation modeling by the SMART PLS software was used.

The results obtained showed that the intellectual capital had a positive and significant effect on the organizational innovation by the coefficient of 0.24, on the organizational agility by the coefficient of 0.48, and on the professional ethics by the coefficient of 0.92. Also, the intellectual capital had a positive and significant effect on the organizational innovation and organizational agility by the coefficients of 0.69 and 0.52 indirectly according to the professional ethics mediator path.

Although the intellectual capital had positive effects on the organizational i

The purpose of this work was to identify and prioritize the competency criteria of managers and sports spaces.

The research was a descriptive-analytical one and was conducted through survey. According to the sampling table of Morgan, 169 individuals were considered as the statistical sample. The measurement tool was a researcher-made questionnaire. Using the experts’ opinions, the validity and reliability of the questionnaire were studied and the verified exploratory and confirmatory factor analysis was used to evaluate the construct validity, and the Friedman's rank test was used to prioritize the identified criteria.

The results obtained showed that job motivation, as one of the sub-components of the personality traits factor, had the most factor load (0.71), and also the ability to plan, monitor, and evaluate the factor in the management of sports facilities (0/79) as well as the knowledge of administrative affairs in the sport management factor (0/81), and finally, knowledge of technical affairs of the sport building factor had the most factor load (0.70).

The use of the research results and prioritization can be useful in selecting and evaluating the managers based on their competency. The managers of places and sports spaces that have the necessary competencies can play an important role in the success of the sport and promote the development of the people's attitude to sport as well as the development of health and social health.

The purpose of this research work was to design a strategy map for the Sport Sciences Research Institute in Iran using the Balanced Scorecard (BSC) technique. Metodology: This research work is based on a descriptive strategy, and it is applied in terms of purpose and falls within the scope of the organizational studies. The Steering Board of the Sport Sciences Research Institute (SSRI) convened and laid out the strategies of the institute based on the four perspectives of the balanced scorecard model (financial, customer, learning and growth, and internal process). Measures related to the strategies were selected after reviewing the documents and performance appraisal criteria of upstream and similar organizations. Then following a survey of the SSRI stakeholders, these measures were confirmed. Eventually, the quantitative targets, measures, and initiatives were defined, which were then approved by the Steering Board.

The results obtained showed that two strategies were based on the financial perspective, five strategies were based on the customer perspective, four strategies were based on the internal process perspective, and one strategy was based on the growth and learning perspective. In addition, there were 15 measures and 19 initiatives in the financial perspective; 55 measures and 54 initiatives and innovations in the customer perspective; 66 measures and 52 initiatives and innovations in the internal process perspective; and five measures and eight initiatives and innovations were in the growth and learning perspective.

The results obtained show that what is gained by maintaining the measures is a tool for assessing the performance of SSRI, which could be used to achieve the organization's strategic goals.

The purpose of this work was to investigate the effects of organizational rumors, perceived organizational support, and organizational discrimination on the organizational indifferences between the employees in the Physical Education departments in the Education Ministry.

This research work was carried out by a descriptive field method. The whole employees of the Physical Education departments in the Education Ministry were the statistical population; the work was based on the Cochran’s sample size formula. In order to collect information, the organizational rumors of Moqimi and Qafari (2012), perceived organizational support questionnaire (POSQ), organizational discrimination questionnaire (ODQ), and organizational indifference questionnaire (OIQ) were used. The descriptive methods were used to analyze the data, and to determine the effects, the structural equation modeling (SEM) through the software LISREL 8.2 was used.

Data analysis of the results obtained showed that the organizational rumors were effective on the perceived organizational support (pc = 0.45), organizational discrimination (pc = 0.59), and the organizational indifferences (pc = 0.43). Also, the organizational discrimination was effective on the organizational indifferences (pc = -0.39) and the perceived organizational support was effective on the organizational indifferences (pc = 0.61).

Generally, the organizational indifference is a function of many variables, and hence, to reduce the organizational indifferences between the employees in the Physical Education departments in the Education Ministry, many variables must be considered. We can decrease the organizational indifferences between the employees in the Physical Education departments through a systematic perspective. In order to decrease the organizational indifferences, we must manage the organizational rumors, decrease the organizational discrimination, and increase the organizational support.

The purpose of the present research work was to study the relationship between the components silence and organizational indifference with organizational negligence of physical education teachers.

This work was of a descriptive-correlation type. The statistical population included the physical education teachers in the Shahin-Dezh and Bokan cities with a volume of 142 people. The sampling method was simple random, and depending on the model Krejcie and Morgan sample size, 103 was considered. The data was collected by the organizational negligence questionnaire, Safari Nia and Amirkhani (2011), organizational silence, Boradas dimitris (2005), organizational indifference, and Danaifard and et al. (2010), and the data was analyzed using the descriptive and inferential statistics.

The results obtained showed that the variables organizational silence and indifference were able to predict power organizational negligence with R2 = 29.1%; in this context, the share of the organizational indifference variable ( = 0.568) was significant at the 95% confidence level (P < 0.05) but the share of variable organizational silence ( = 0.153) was not significant (P > 0.05).

The variables organizational silence and indifference together explain and predict the variable of organizational negligence. In this case, only the share of the organizational indifference variable is significant, i.e. reducing the organizational indifference of teachers reduces their organizational negligence, and vice versa. It can be suggested that the efforts made to develop the staff abilities and eliminate their silence and organizational indifference should be considered as a serious priority in the policy-makers agenda and planners organizations to decrease the employees’ negligence.

The purpose of this work was to analyze the moderating roles of organizational commitment and job satisfaction in impact of internal marketing on the turn-over intentions of the employees in Sports and Youth organizations in the North Khorasan Province.

The methods used in this research work were descriptive-correlational and applied research. The statistical population consisted of 185 employees in the Sport and Youth organizations in the North Khorasan Province. Base on the Cochran sampling formula WAS, 124 and 130 questionnaires were distributed among the population. The supportive factor analysis was used to examine the validity of the distributed questionnaire, and the structural equation modeling using the LISREL software was utilized. Having categorized the indicators by the factor analysis, the structural relationships of the model were tested through structural equation modeling.

The findings showed the internal marketing effect on the employees' attitudes in Sport and Youth organizations in the North Khorasan Province, and job satisfaction could facilitate the relation between internal marketing and turn-over intention. The results also showed the effect ofinternal marketing elements on the employees' attitudes but "human resource development" had the lowest effect on the employees' attitudes.

The results of this work indicate that job satisfaction moderates the relationship between internal marketing and turn-over intention. However, organizational commitment does not moderate the relationship between these two variables in the Sport and Youth departments in the North Khorasan Province. Finally, the Sport and Youth organization management can develop employees' saticfaction using a systematic approach, a training program, and a competency-based performance appraisal system.

The workplace competitive climate has a major influence on the employees’ motivation and behavior, and sports organizations have a particular organizational climate whose dynamic could promote job satisfaction. In this work, we examine the effect of internal brand management on job satisfaction of the sports employees with emphasis on the mediator role of the workplace competitive climate.

The research method was a descriptive-correlation one, and the survey was in terms of data collection. For this purpose, 120 employees of the Youth and Sports Administration of East Azarbaijan voluntarily filled out the Punjaisri and Wilson internal branding (2007), Wysocki and Kromm job satisfaction (1991), and researcher-made workplace competitive climate questionnaires. The structural equation modeling based on the partial least squares was used to analyze the data.

The results obtained showed that the internal brand management had a significant direct effect on job satisfaction and workplace competitive climate. The findings proved the moderation role of workplace competitive climate in the relationship between internal brand management and job satisfaction (P = 0.001). According to the results of the model analysis, the modified model had a good fit (GOF = 0.362).

We can say that internal brand management leads to behavioral quality commitment and job satisfaction in the sports employees.

The purpose of the current research work was to identify the strategies and consequences of utilizing the appropriate human resources in physical education institutions of universities.

In order to achieve this goal, the qualitative methodology and the research method of grounded theory were used, and in terms of purpose, it was an applied research. The research population included the physical education elites in college sports (including the senior executives from the physical education offices of the universities and experts from the Ministry of Sports and Youth), and the samples were taken theoretically and snowball. The data collection tool was a semi-structured interview, and the data from the interviews was analyzed and coded in a context-based way.

The results of the grouping of codes represented 9 main categories, 46 sub-categories, and 58 concepts that were presented in the form of a paradigmatic model including the strategies (strategic thinking, organizational transformation, and organizational innovation). The consequences, i.e. development of organization culture, organizational development, productivity, development Social, environmental category, and strategic thinking, emerged in college sports organizations.

Considering the range of audiences and clients of college sports that include students, staff, and professors as well as the attractive and alternative options for the existing college sports, if the custodians of college sports can not provide (via relying on human resource competencies and implementing strategies such as strategic thinking, organizational transformation, and organizational innovation) a field for the development of organizational culture, organizational development, productivity, and social development, the development of ideological thinking and focus on the environmental issues will not be able to satisfy the consumers. Therefore, it is recommended that the top managers of college sports carry out the planned plans in order to identify and implement the necessary competencies for college sports staff and to recruit human resources based on competencies.

The global talent management can have a significant positive impact on the performance of organizations. Identifying the processes, platforms, and agents of global talent management can help improve the organizational performance. The purpose of this research work was to design a model of global talent management in sports organizations based on the human capital development.

This work was carried out by a qualitative research with an exploratory-descriptive nature. Through a snowball targeted sampling and based on deep interviews, the research data was collected from the experts and managers. According to the grounded theory method, the data was analyzed after encoding.

According to the results obtained, the environmental factors and strategic intelligence as the causative factors, the health of the work environment as the dominant platform, the organizational structure as the intermediary factor, the management discipline as the actions and interactions, and accountability and sense of belonging to the organization as well as the employee were portrayed as a consequence of the global talent management model.

Based on the proposed model, it is recommended that the various roles of the effective global talent management are considered to promote and develop this important system of measures.