نشریه مطالعات مدیریت رفتار سازمانی در ورزش
سال هشتم شماره 2 (پیاپی 30، تابستان 1400)

This study aimed to provide a model of convergence organizational behavior of Sports organizations human resource in the public sport for all service supply chain using the fuzzy cognitive mapping approach. The present study has been done using a systematic design of data foundation theory and based on fuzzy cognitive mapping approach. Through in-depth and semi-structured interviews with 18 experts in the sports industry, sport for all, supply chain and Human Resource Management, the concepts and components of optimal Vertical and horizontal convergence model of human resource management of sport for all services were identified. After summarizing and formulating the issues raised by the experts, the supply and demand system of human resources in the whole chain, supply chain of human resources talent, optimization of knowledge and training in the chain, standardization of employment along the chain, matching of service compensation, monitoring and Human resource control and HR retirement program were identified as factors of horizontal alignment and cultural alignment, convergence of human resource information, convergence with customer and market demand and convergence with supply chain strategies as factors of vertical convergence of human resources in the sport for all service supply chain. Excel, FCMapper and FCM EXPERT software were used to draw fuzzy cognitive maps and calculate the related indicators. The indicators related to cognitive maps indicated that the supply and demand system of human resources in the whole chain, the supply chain of human resources talent and the monitoring and control of human resources have the highest degree of centrality, respectively; Finally, the effect of different horizontal and vertical convergence policies on mapping elements was investigated in two scenarios.

The present study aimed to investigate the effect of ethical leadership on job attachment with the mediating role of trust building among the teachers and present a structural equation model. This study was methodologically descriptive-correlational, and the statistical population consisted of 390 All physical education teachers in Zahedan. Using Krejcie and Morgan’s sample size determination table, the study calculated the sample size at 198, and the sampling method was simple randomization. The ethical leadership questionnaire by Carlson et al (2011), job involvement questionnaire Edwards and Kilpatrick (1984), and trust building questionnaire Tarzi et al (2014) were employed for data collection. Eight specialists confirmed the content validity of the questionnaires according to the CVR and CVI indices. Moreover, the reliabilities of the scales were estimated at 0.900, 0.823, and 0.932, respectively, based on the Cronbach alpha coefficient. The data derived from the questionnaires were analyzed by the SPSS 23 and LISREL 8.8 software at the two levels of descriptive and inferential statistics, including Pearson correlation coefficient, and structural equation modeling. The results of the Pearson correlation and structural equation modeling displayed that ethical leadership directly affected job involvement and trust building, and job involvement directly affected trust building. But the indirect effect of moral leadership on job attachment through confidence building has been less than its direct effect.

The aim of this research was Analyzing the effect of Organizational holography on the Organizational image with the mediating role of Organizational experiences and Organization Social Networking in Tehran Municipality Sports Organization.The research method is descriptive-correlational. The statistical population included all employees of Tehran Municipal sports organization. The statistical sample was estimated to be a sufficient number for Smart Pls Modeling software (158 people) and stratified sampling was random. The research instrument was a researched questionnaire from previous research for four variables and on a 5-point Likert scale. Content validity of the tool Verification was verified and approved using expert opinion (9 people), Reliability using Cronbach's alpha coefficient and construct validity using factor analysis. The results showed that the direct effect of organizational holography on organizational image, organizational social network and organizational experiences is significant (respectively with coefficients 0.816, 0.798 and 0.549). Also, the indirect effect of organizational holography on organizational picture was significant from the path of two mediating variables of organizational social network and organizational experiences (respectively with coefficients of 0.840 and 0.56). Thus, the indirect effect of organizational holography on organizational image was greater than the mediating path of the organizational social network than the direct effect, but the mediated path of organizational experiences is less than the direct effect.According to the results, it is suggested that the Tehran Municipality Sports Organization, in order to take advantage of the holographic capability and promote the brand through it, while documenting the experiences, implement a specialized social network in its system.

parameters. The research method was exploratory mixed (qualitative-quantitative). Statistical sample of research in qualitative part (purposive sampling) to theoretical saturation of data consisted of 21 top level coaches, basketball experts and talent specialists and in quantitative section (random) 242 international basketball coaches ( FIBA (n = 7), Grade 1 (n = 60) and Grade 2 (n = 175), respectively. In-depth interviews and researcher-made questionnaires were used for data collection. The validity and reliability of the interviews and questionnaires were evaluated and verified using expert opinion, two coders' agreement, convergent validity, Cronbach's alpha, and hybrid reliability. Coding and categorization were used to draw conclusions about the content of the interviews. As a result of the initial analysis of the interviews, 10 categories, 30 subcategories and 101 key concepts were extracted from the transcripts through open coding of the interviews and finally resulted in a conceptual model with 9 categories and 33 subcategories. Testing of talent parameters in basketball derived from interview analysis using second-order confirmatory factor analysis showed physiological (β = 0.79) and psychological (β = 0.49) parameters. Also, the conceptual model test using structural equation modeling showed that among the constructs derived from the qualitative sector in terms of culture (β = 0.35, P = 0.01), talent centers (β = 0.23). , P = 0.02, economic status (β = 0.22, P = 0.02), and management (P = 0.03, β = 0.13) had the greatest role in talent scoring in basketball.

At present, it is not possible to carry out effective human resource actions without being aware of past and emerging trends, environmental developments, future-oriented approaches, learning new concepts, and using new strategic planning tools, including scenario writing. Therefore, in the present study, an attempt has been made to provide possible scenarios for the future of the human resources talent management and leadership system for the municipal sports organization. This research is descriptive-analytical in terms of applied targeting strategy and its method and explanatory based on future research methods. Participants in the study were 20 experts and specialists in the field of sports organizations who were selected by purposive sampling. In order to analyze the information, the approaches of structural analysis and Micmac software and script writing with the help of scripting software have been used. The results of this study show that the human resource talent management and leadership system of the Municipal Sports Organization follows an unstable pattern. Key factors affecting job expectations, skill diversity, job dynamism, professionalism, compensation system, management style, employment style, demographic change, national and regional policies, and information technology fall into four levels. Take. Also, in the future, in the discussion of human resource talent management, the organization will face three scenarios of a bright future, the continuation of the current trend and a bad future. Therefore, it is suggested to the municipal sports organization to determine their strategic plans depending on these scenarios in order to correctly identify and deal with future uncertainties.

The purpose of this study was to investigate the effect of ethical leadership and social responsibility on the organizational reputation of sports and youth departments in Golestan province. This research is a descriptive-correlational study that has been conducted in the field. The statistical population of this study consisted of all employees of sports and youth departments of Golestan province (N = 208), 122 of them were used as available sampling method as a sample. After confirming the face and content validity of the questionnaires, data was collected using Brown et al.'s (With α = 0.91; CR = 0.96), Ethical Leadership Questionnaire, Carol's Social Responsibility Questionnaire (with α = 0.86; CR = 0.90), and Lima-Aho's Organizational Reputation Questionnaire (with α = 0.93; CR = 0.95). Descriptive and inferential statistics were used for statistical analysis of data using SPSS and PLS software. The results of inferential data analysis showed that ethical leadership had a positive and significant effect on organizational reputation(0.31) and employees 'social responsibility (0.81), also social responsibility on employees' organizational reputation had a significant effect (0.59). According to the findings of the present study, It is suggested that the sports and youth departments, by observing the ethical principles and criteria in their organization, improve the responsibility of employees and the organization, which will show a good and pleasant image of the organization among the community that operates.

The purpose of this descriptive-analytical study, which was conducted in the field, was to investigate the mediating role of coach's humor in relation to the transformational (inspiring) leadership of coaches and the motivation of elite athletes to achieve sports. The statistical population of the study included all athletes of men's and women's sports teams in Khorasan Razavi province present in the country's premier leagues in 1399 with a total of 268 people, which was a simple random number of 158 people using Morgan and Krejcie table formula as a statistical sample. They were selected and answered the standard questionnaires of Ismaili Sports Motivation (2014), Transformational Leadership of Bass and Olivier (2000) and Tenderness of Martin et al. (1988). The content and face validity of the questionnaires were confirmed by the professors of sports management. Also, the reliability of the instrument was confirmed by using Cronbach's alpha test. Structural equation method and Smart PLS software version 2 were used to analyze the data and examine the relationships between the variables. Findings showed that transformational (inspiring) leadership and coaches 'humor have a significant effect on athletes' athletic achievement motivation. Humor also plays a mediating role in the impact of transformational leadership on athletes' athletic development motivation. According to the findings, coaches can become transformational leaders who inspire athletes and lead them to higher levels of success.