Gholamreza Shabani bahar; Mahmoud Goudarzi; Mohsen Loqmani
Volume 2, Issue 3 , April 2015, , Pages 31-41
Abstract
The main purpose of present research was to predict the organizational agility components through organizational climate of Iranian sport and youth ministry. Numbers of 111 employees from eight sport and youth offices of Hamadan province selected by Morgan and Kerejci Table and responded to organizational ...
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The main purpose of present research was to predict the organizational agility components through organizational climate of Iranian sport and youth ministry. Numbers of 111 employees from eight sport and youth offices of Hamadan province selected by Morgan and Kerejci Table and responded to organizational climate (Haplin and Craft, 1963) and organizational agility (Spitzer, 2007) questionnaires. Face and content validity of instruments were confirmed by 17 sport management experts and the reliability of organizational climate and organizational agility questionnaires were calculated by Alpha’s Chronbach coefficient 0.90 and 0.95 respectively. Regarding to high Pearson association coefficient between organizational climate and organizational agility dimensions, the results of structural equation model showed that organizational climate can be predict the dimensions of leadership (r= 0.87, T-value= 10.11, R2= 0.76), technology (r= 0.87, T-value= 10.11, R2= 0.76) and organizational change (r= 0.87, T-value= 10.11, R2= 0.76) in sport and youth ministry (RMSEA= 0.098, λ2= 1379.86, df= 490, CFI= 0.94, IFI= 0.94, NFI= 0.91, NNFI= 0.94). While the separate model of affecting organizational climate on organizational agility was more adequate than the total model of affecting, can be consequence that the research finding is extracted from attitude kind of employees in bureaucratic organizational environments. To this do, it expects that with group spirit and effective human relations can domain on this kind of employee’s attitude and move to organizational agility.
