Organizational Behavior Management
Somayeh Habibpour; Abolfazl Farahani; ali mohammas safaniya
Abstract
The purpose of this study is to investigate the relationship between information technology mastery and organizational productivity in female employees of sports complexes of Tehran Municipality with the mediating role of organizational empowerment and agility. Which is done by descriptive-correlation ...
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The purpose of this study is to investigate the relationship between information technology mastery and organizational productivity in female employees of sports complexes of Tehran Municipality with the mediating role of organizational empowerment and agility. Which is done by descriptive-correlation method. The statistica l population includes 1350 managers and female employees of sports complexes of Tehran Municipality Organization. The statistical sample was calculated using Cochran's formula of 300 people. The sampling method is simple random and the data collection tool is a standard questionnaire Total reliability of questionnaires using Cronbach's alpha test / 75. Findings indicate that the correlation between the two variables of technology mastery and empowerment with a coefficient of / 463. In the first place and mastery of technology and organizational productivity / 420. In second place and empowerment and productivity / 408. In the third place, mastery of technology directly and indirectly affects organizational productivity. In the direct way, mastery of technology with the components of proper distribution of information, reduction of financial costs and indirectly through the effect on organizational agility and Empowerment affects productivity.
Shahram Nazari; Heidar Hosseini; Behnaz Morad Alizadeh
Abstract
The purpose of this study was to investigate the relationship between organizational learning and knowledge management with organizational agility in sport Boards of West Azarbaijan province. The statistical population of the study consisted of 600 managers and staff of sport Boards of West Azarbayejan ...
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The purpose of this study was to investigate the relationship between organizational learning and knowledge management with organizational agility in sport Boards of West Azarbaijan province. The statistical population of the study consisted of 600 managers and staff of sport Boards of West Azarbayejan province. Based on Morgan's table, 234 peoples were randomly selected for research sample. In order to achieve the research goals, The organizational learning questionnaire of Gomez et al. 2005, Knowledge Management questionnaire of Lawson 2003, and organizational agility questionnaire Hasan Jarfi, 2013 were used.. The validity of all three questionnaires was confirmed by 15 experts and their reliability in the preliminary study with 30 subjects and with Cronbach's alpha was 0.91, 0.84 and 0.92, respectively. In order to analyze the data, descriptive and inferential statistical methods such as mean, standard deviation, Kolmogorov-Smirnov, single variable regression were used with SPSS20 software. The results of the research showed that there is a significant positive correlation between organizational learning and knowledge management with organizational agility. Also, organizational learning and knowledge management of West Azarbaijan Sport Boards can predict 67% of the organizational agility of West Azarbaijan Sport Boards.
Shahryar Abbasian; Bahram Yousefi; Shirin Zardoshtian; Hossein Eydi
Abstract
The purpose of this study was to investigate and evaluate the effect of organizational agility on organizational performance with the role of mediator of intellectual capital among employees of sport and youth departments in western provinces of Iran by presenting a model. The research method is descriptive ...
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The purpose of this study was to investigate and evaluate the effect of organizational agility on organizational performance with the role of mediator of intellectual capital among employees of sport and youth departments in western provinces of Iran by presenting a model. The research method is descriptive and correlation based on the structural equation model. The statistical population of this study was all employees of sport and youth departments (Kermanshah, Kordestan, Hamedan, Lorestan and Ilam) (453 people), using 284 people who were selected using Krejcie and Morgan tables. For collecting data, three standard questionnaires of Intellectual Capital (Bontis) (1996), organizational agility Sharifi and Zhang (2001) and organizational performance of Yang et al. (2004) were used. The validity of the questionnaires was confirmed by the sports management professors and their reliability was confirmed by Cronbach's alpha test. The findings showed that organizational agility had a 59% positive and significant effect on organizational performance. Intellectual capital also had a 45% impact on performance as an intermediary variable, and the effect of organizational agility on intellectual capital was reported as 71%, which had the highest effect in the research model. The test results of the research model indices were fit for fit and the research model was confirmed. These findings suggest that, in sports and youth departments, senior managers can achieve better organizational performance by providing the necessary platforms for intellectual development and intellectual capital.
Enayatollah Yazdanpanah; Foroogh Mohammadi; Narges Azam Nezami; Ruhollah Sharafi; Mohammad mahdi Keshavarz
Volume 4, Issue 3 , August 2017, , Pages 81-93
Abstract
The purpose of this study was to develop an organizational agility communication model and competitive intelligence with the mediation of IT in the Ministry of Sports and Youth. The present study is a descriptive-correlative and analytical study conducted field experiment. The statistical population ...
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The purpose of this study was to develop an organizational agility communication model and competitive intelligence with the mediation of IT in the Ministry of Sports and Youth. The present study is a descriptive-correlative and analytical study conducted field experiment. The statistical population of the study was 940 people. Based on the Cochran formula, 273 people were selected for the research sample. In order to achieve the research objectives, organizational agility questionnaire Sharifi and Zhang (1999), Competitive intelligence, Alla Yar (1391) and Information Technology (Fang et al., 2000) were used. To analyze the data collected from Descriptive and inferential statistical methods including confirmatory factor analysis were used with SPSS v.20 and AMOS.V.18 software. The results of the research showed that the organizational agility path to IT, 23% of the value of information technology variance and the two directions of organizational agility and information technology to competitive intelligence, explains 80% of the value of the variance of competitive intelligence. Therefore, the model of competitive intelligence and organizational agility is maintained by maintaining the role of the mediator of information technology. Based on the results of the analysis, the ministry's managers can, in addition to analyzing key information and optimizing strategic decisions, use competitive intelligence as a means of mastering technology. New ways to develop and boost the country's sport.
Mir Hasan Seyed Ameri; Seyedeh Farideh Hadavi; Yasser Sam KHaniyani
Volume 4, Issue 3 , August 2017, , Pages 109-118
Abstract
The main objective of the present study is the investigation relationship between organizational learning capability and organizational agility as well as the role of moderator of employment status on the relationship between organizational learning capability and organizational agility. 260 people from ...
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The main objective of the present study is the investigation relationship between organizational learning capability and organizational agility as well as the role of moderator of employment status on the relationship between organizational learning capability and organizational agility. 260 people from this office were randomly selected from 800 staff by Cluster sampling based on Kerjesi and Morgan’s table and they answered the Spitzer’s organizational agility (2007) and organizational learnability questionnaire of Chiva et al (2007). Content and 2 Validity of this questionnaire was approved by 15 Sport Management Experts. reliability of organizational agility and organizational learning capability questionnaires were calculated by Alpha’s Chronbach coefficient 0.96 and 0.89 respectively.. Correlational and analytic research method was used in this study. SPSS 24 and Amos 23 softwares were used for analyzing data. Results showed that there is positive and significant relationship between organizational learning capability and organizational agility and role of moderator of employment status was approved..
Majid Jalali farahani; Ali Saberi; Mohammad Heydari; Majid Javid
Volume 2, Issue 4 , March 2016, , Pages 35-44
Abstract
The purpose of this study was Explain the relationship organizational forgetting and organizational learning and organizational agility in staff of Office of Youth and Sports in Hamadan province. The study sample included all formal and informal workers and youth and sports organizations in Hamedan province, ...
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The purpose of this study was Explain the relationship organizational forgetting and organizational learning and organizational agility in staff of Office of Youth and Sports in Hamadan province. The study sample included all formal and informal workers and youth and sports organizations in Hamedan province, that their number was equal with 147 people. For determined sample static Used the table Morgan krejcie that 105 subjects were selected random sampling proportional to size. To collect data used from three questionnaires, organizational learning, organizational agility and purposeful forgetting the reliability of the questionnaire conducted a pilot study study to be equal to 86 /894 / and 844 /. Also for face and content validity of the questionnaire and management of sports professionals and doctoral students in the field of sport management and validity of the questionnaire was verified. For Data analysis) were used, descriptive statistics (frequency, percentage, mean and standard deviation) and inferential statistics (Kolmogorof- Smirnof test, Pearson correlation and multiple regression, path analysis.results show that there are relationship between learning organizational and forgetting proposal with organizational agility and organizational learning could be good prediction for organizational agility.
Amirreza Bakhsh chenari; Hossein Eydi; Homayoon Abbasi
Volume 2, Issue 1 , June 2015, , Pages 11-19
Abstract
This study aimed to survey of Relationship between Organizational Forgetting and Agility with Organizational Performance of Managers and Experts in Youths and Sport Ministry. The research method was descriptive and type of correlation. The population of all employees of the Ministry of Sport and Youth ...
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This study aimed to survey of Relationship between Organizational Forgetting and Agility with Organizational Performance of Managers and Experts in Youths and Sport Ministry. The research method was descriptive and type of correlation. The population of all employees of the Ministry of Sport and Youth (n =170), respectively. The questionnaire targeted organizational forgetting Jalali and colleagues (1389), and organizational agility Spitzer Questionnaire (2007) was used. For validity using the 10 sports management experts and its reliability was confirmed by Cronbach's alpha, respectively, .85 and .93 percent were reported. Descriptive and inferential statistics (Kolmogorov-Smirnov, Pearson correlation and regression) were used.
Results showed significant correlation between organizational forgetting and organizational agility. Among organizational forgetting factors, Intentional organizational forgetting has most correlation with organizational agility. Regression analysis showed that organizational forgetting and its factors (Intentional organizational forgetting, knowledge management potential, organizational learning) anticipated 45 percent organizational agility. Also, among organizational forgetting factors, unlearning was most important anticipate of organizational forgetting.
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.
