ORIGINAL_ARTICLE
تحلیل عوامل بازدارنده رفتاری و انسانی در اشتغال و کارآفرینی ورزش ایران
کارآفرینی و اشتغال زایی و استفاده از آن در باشگاههای ورزشی امری اجتنابناپذیر است. در این میان توجه به عوامل بازدارنده کارآفرینی و از جمله عوامل انسانی و رفتاری باشگاه های ورزشی خصوصی دارای اهمیت بسیار است تا بتوان با حذف یا کاهش این عوامل منابع انسانی و رفتاری به بهبود هرچه بهتر و بیشتر عملکرد باشگاههای ورزشی خصوصی کمک کرد. در دنیای امروز باشگاههایی موفقترند که کارآفرینی و اشتغال زایی کنند. این مقاله بر اساس تجربیات مدیران مجرب و با سابقه بخش خصوصی در ورزش ایران تدوین گردیده است و بر جمع بندی مطالعات میدانی، مصاحبه و حاصل تجربیات مدیران تاکید دارد. آنچه در نتیجه گیری این مقاله در معرفی عوامل بازدارنده رفتاری و انسانی در توسعه اشتغال و کارآفرینی میتوان بیان کرد، به شرح زیر است: نگرش ها و مولفه های رفتاری جامعه ی ایرانی در وابستگی به بدنه ی دولتی و بالا بودن روحیه مطالبه گری از دولت؛ عدم اعتماد منابع انسانی به بخش خصوصی از یک طرف و زیاده خواهی و منفعت طلبی بخش خصوصی؛ ناکامی دولت در پیاده سازی اصل 44 در واگذاری به بخش خصوصی؛ باور عمومی جامعه ایرانی به انجام امور به صورت فردی؛ مقاومت جامعه ورزش در ورود اشخاص غیرورزشی توانمند در حوزه های مدیریتی، اقتصادی و مالی و در عین حال فاقد سابقه ورزشی ؛ فراز و فرودهای مسائل امنیتی و امنیت سرمایه گذاری و تاثیر آن به گرایش به انجام امور به صورت کوتاهمدت و استقبال از پروژه های زودبازده؛ تمایل دستیابی مدیران به سودهای کوتاه مدت و عدم وجود
https://fmss.journals.pnu.ac.ir/article_5717_960683f548619fbca73f9a6f5c665f1b.pdf
2019-04-21
11
21
10.30473/fmss.2019.45740.1937
منابع انسانی
کارافرینی
اشتغال
باشگاههای ورزشی خصوصی
مدیران ورزشی
ابوالفضل
فراهانی
dr.farahani.608@gmail.com
1
استاد مدیریت ورزشی دانشگاه پیام نور
LEAD_AUTHOR
مهری
صفرنژاد
mehrisafarnezhad@gmail.com
2
دانشجوی دکتری دانشگاه پیام نور
AUTHOR
زهرا
فراهانی
zahra_farahani93@yahoo.com
3
دانشجوی کارشناسی ارشد مدیریت بازرگانی دانشگاه تهران
AUTHOR
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ORIGINAL_ARTICLE
طراحی مدل ارتباطی سرمایه اجتماعی و بهره وری وزارت ورزش و جوانان
هدف از پژوهش حاضر، طراحی مدل ارتباطی سرمایه اجتماعی و بهره وری وزارت ورزش و جوانان بود. جامعه ی آماری پژوهش، تمامی850 نفر مدیران عالی، میانی و پایه وکارشناسان مسئول، کارشناسان و کمک کارشناسان شاغل در وزارت ورزش و جوانان (بخش ستادی) بودند که بر اساس جدول مورگان 265 نفربه طور تصادفی-طبقه ای به عنوان نمونه انتخاب شدند. برای دستیابی به اهداف پژوهش از پرسشنامه های سرمایه اجتماعی و بهره وری استفاده شد. روایی هر دو پرسشنامه به تایید 15 نفر از متخصصین رسید و پایایی آنها در یک آزمون مقدمانی با 30 آزمودنی با آلفای کرونباخ 82/0 (پرسشنامه سرمایه اجتماعی) و 87/0(پرسشنامه بهره وری) محاسبه شد. به منظور تجزیه و تحلیل اطلاعات جمع آوری شده از روشهای آماری توصیفی و استنباطی از جمله کلموگروف- اسمیرنوف، تی تک نمونه ای، تحلیل عاملی تاییدی، ضریب همبستگی پیرسون، تحلیل مسیر و برای تعیین ارتباط علی بین متغیرها از روش مدل معادلات ساختاری با استفاده از نرم افزارهای spss وAMOS استفاده شد. نتایج پژوهش نشان داد که سرمایه اجتماعی بر بهره وری مدیران وزارت ورزش و جوانان اثر میگذارد. همچنین، در ارتباط بین سرمایه اجتماعی با بهره وری، به ترتیب بعد کمک، ارزیابی، وضوح، انگیزه، اعتبار، محیط و توانایی بیشترین تأثیر را دارند.
https://fmss.journals.pnu.ac.ir/article_5720_c907e4a250f3e3188690a57b26344824.pdf
2019-04-21
23
32
10.30473/fmss.2019.5720
سرمایه اجتماعی
بهره وری
وزارت ورزش و جوانان
علی
جعفری
jafari_7210@yahoo.com
1
دانشجوی دکتری مدیریت ورزشی دانشگاه پیام نور
LEAD_AUTHOR
مرتضی
رضایی صوفی
morrsoufi@yahoo.com
2
دانشیار گروه مدیریت ورزشی دانشگاه پیام نور
AUTHOR
لقمان
کشاورز
keshavarzlog@yahoo.com
3
استاد گروه مدیریت ورزشی دانشگاه پیام نور
AUTHOR
Ambrose, L. M. Contemporary Justice Research: A new look at a familiar question. Organizational Behavior and Human Decision Processes, 2002, 89(1), 803-812.
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Asghari Z. Communication model of job self-efficacy, organizational intelligence and social capital of the Ministry of Sports and Youth. Ph.D. Department of Sport Management, Faculty of Humanities, Payame Noor University, (2014). (persian)
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Aspin, Liam. Social Capital and Productivity, Teaching and Learning Research Program, 2004 page 1-34.
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Darcy, S., Maxwell, H., Edwards, M., Onyx, J., & Sherker. More than a sport and volunteer organization: Investigating social capital development in a sporting organization. Sport Management Review, Available online 28 February 2014 (In Press).
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ORIGINAL_ARTICLE
تحلیل کیفی نقش عوامل جمعیت شناختی موثر بر بروز رفتارهای انحرافی بازیکنان لیگ برتر فوتبال ایران
هدف از انجام تحقیق حاضر شناسایی عوامل جمعیت شناختی موثر بر بروز رفتارهای انحرافی بازیکنان لیگ برتر فوتبال ایران بود که به شیوه کیفی در سالهای 1396 و 1397 انجام گردید. جامعه آماری تحقیق شامل کلیه مدیران باشگاههای حاضر (18 نفر) و روسای هیاات فوتبال دارای تیم (7 نفر) در لیگ برتر ایران در فصول شانزدهم و هفدهم و همچنین سایر کارشناسان فوتبال و اساتید دانشگاهی مرتبط با موضوع بودند که با استفاده از روش نمونه گیری هدفمند گلوله برفی تعداد 23 نفر از جامعه آماری به عنوان نمونه آماری انتخاب شدند. روش گردآوری داده ها در مرحله اول به صورت مطالعه کتابخانه ای و در مرحله دوم مصاحبه های کیفی بود. جهت تفسیر داده های حاصل از انجام مصاحبه های کیفی از روش نظریه برخاسته از دادهها (گرندد تئوری) استفاده شد که با انجام تعداد 25 مصاحبه مرحله اشباع نظری حاصل گردید. نتایج یافته های کیفی تحقیق نشان داد که عوامل جمعیت شناختی موثر بر بروز این رفتارها شامل مفاهیم کلی میزان تحصیلات، سن، وضعیت تاهل، پایگاه اجتماعی، پیشینه ورزشی و نگرش اجتماعی می باشد. لذا با توجه به نقش موثر عوامل مذکور پیشنهاد میگردد مدیران و برنامهریزان حوزه ورزش حرفهای با درنظر قراردادن تفاوتهای بازیکنان خود نسبت به هدایت و رهبری آنها اهتمام ورزند.
https://fmss.journals.pnu.ac.ir/article_5718_54aaa361b8f4df33913f2567ceb01c3b.pdf
2019-04-21
33
43
10.30473/fmss.2018.41493.1816
"رفتار انحرافی"
"لیگ برتر فوتبال ایران"
"دوپینگ"
"تبانی"
"تقلب"
بهزاد
پورفرهمند
b.poorfarahmand@ut.ac.ir
1
ایران، تهران ، پردیس البرز دانشگاه تهران، دانشکده تربیت بدنی و علوم ورزشی، گروه مدیریت ورزشی
LEAD_AUTHOR
محمد
خبیری
mkhabiri@ut.ac.ir
2
دانشگاه تهران
AUTHOR
نصراله
سجادی
nsajjadi@ut.ac.ir
3
استاد، دانشکده تربیت بدنی، دانشگاه تهران، تهران، ایران
AUTHOR
مجید
جلالی فراهانی
jalali@ut.ac.ir
4
دانشیار دانشگاه تهران
AUTHOR
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48
ORIGINAL_ARTICLE
اثربخشی تمرینات ورزش مغزی بر نشانههای نقص توجه و تمرکز، خودکارآمدی تحصیلی و عملکرد تحصیلی در دانشجویان
مطالعۀ حاضر با هدف تعیین اثربخشی تمرینات ورزش مغزی بر کاهش نشانههای نقص توجه و تمرکز و افزایش خودکارآمدی تحصیلی و عملکرد تحصیلی در دانشجویان انجام شد. روش: پژوهش حاضر از نوع مطالعات تجربی شامل یک طرح پیشآزمون – پسآزمون با گروه کنترل بود. نمونۀ آماری شامل 30 دانشجوی دانشگاه سمنان بود. ابتدا از 120 دانشجوی دختر که میانگین نمرات عملکرد تحصیلی آنها پائینتر از 15 بود به شیوه تصادفی انتخاب شدند و به شیوه تصادفی به دو گروه آزمایش و کنترل گمارده شدند و به آزمونهای خودکارآمدی تحصیلی دانشجویان اومن و فرامن (1988)، و پرسشنامۀ مهارتهای تمرکز سواری و اورکی (1394) قبل و بعد از مداخله پاسخ دادند و نمرات عملکرد تحصیلی آن ها نیز ثبت شد .گروه آزمایش تمرینات ورزش مغزی را طی 8 جلسۀ 30 دقیقهای (هفتهای دو مرتبه) انجام دادند. برای گروه کنترل نیزیک سری حرکات کششی و نرمشی که تاکنون ثابت نشده بر توجه و تمرکز مؤثر هستند، اجرا شد.. تحلیل آماری نشان داد که میانگین نمرات مهارتهای تمرکز (01/0 >P، 910/288 = F)، خودکارآمدی تحصیلی (01/0 >P، 528/429 = F) و عملکرد تحصیلی (01/0 >P، 022/181 = F) در مرحلۀ پسآزمون گروه آزمایش افزایش معناداری را نشان داد. اما این تغییرات در گروه کنترل، معنادار نبود. براساس
https://fmss.journals.pnu.ac.ir/article_5719_51aa9ed7611c12ceef584ee19e62f747.pdf
2019-04-21
45
54
10.30473/fmss.2019.42812.1848
: ورزش مغزی
توجه و تمرکز
خودکارآمدی تحصیلی
عملکرد تحصیلی
فاطمه
بیان فر
f.bayanfar@yahoo.com
1
ایران- سمنان- دانشگاه پیام نور- گروه روان شناسی و علوم تربیتی- استادیار
LEAD_AUTHOR
سید موسی
طباطبایی
tabatabaee19@gmail.com
2
ایران - سمنان- دانشگاه سمنان- عضو هئیت علمی
AUTHOR
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52
ORIGINAL_ARTICLE
ارتباط عدالت سازمانی و اشتیاق شغلی با عملکرد سازمانی مربیان (مورد مطالعه: هیات های ورزشی شهر اراک)
هدف از انجام این پژوهش، بررسی ارتباط عدالت سازمانی و اشتیاق شغلی با عملکرد سازمانی مربیان ورزش بود. این پژوهش از نوع پژوهش های توصیفی- همبستگی است که به روش پیمایشی انجام شد. جامعه آماری پژوهش شامل کلیه مربیان فعال هیات های ورزشی شهر اراک (704 نفر) بودند که 254 نفر از آنها به صورت نمونه گیری تصادفی سهمیه ای به عنوان نمونه آماری انتخاب شدند. داده های پژوهش از طریق پرسشنامه های عدالت سازمانی نیهوف و مورمن (1993) ، اشتیاق شغلی سلانوا و شوفیلی (2001) و عملکرد سازمانی هرسی و گولد اسمیت (1980) جمعآوری شدند. داده ها با استفاده از آمار توصیفی و همچنین آمار استنباطی شامل t تک گروهی و رگرسیون چندمتغیره در نرم افزار اس.پی.اس.اس نسخه 22 تحلیل شدند. نتایج پژوهش نشان داد که بین عدالت سازمانی و اشتیاق شغلی (16/0=r)، بین اشتیاق شغلی و عملکرد سازمانی (13/0=r) و بین عدالت سازمانی و عملکرد سازمانی (58/0=r) مربیان هیات های ورزشی شهرستان اراک رابطه آماری معناداری (05/0≥P) وجود دارد. لیکن، فقط عدالت سازمانی به میزان 578/0 قادر به پیش بینی عملکرد سازمانی مربیان بود. به عبارت دیگر، عدالت سازمانی می تواند باعث بهبود عملکرد سازمانی شود. از این رو، مسولین هیات های ورزشی ذیربط باید توجه بیشتری نسبت به عدالت سازمانی داشته باشند تا عملکرد سازمانی مربیان بهبود پیدا کند..
https://fmss.journals.pnu.ac.ir/article_5754_c67ab1aa008321fd53e453af53eaa085.pdf
2019-04-21
55
63
10.30473/fmss.2019.45213.1913
اشتیاق شغلی
عدالت سازمانی
عملکرد سازمانی
مربیان ورزش
هیات ورزشی
اسفندیار
خسروی زاده
es70kh@yahoo.co.uk
1
دانشگاه اراک، دانشکده علوم انسانی، گروه علوم ورزشی
LEAD_AUTHOR
اکرم
کمانکش
a-kamankesh@araku.ac.ir
2
اداره تربیت بدنی، دانشگاه اراک، اراک، ایران.
AUTHOR
حسین
مقدسی
moghadasi_sport@yahoo.com
3
سازمان آموزش و پرورش استان مرکزی، شازند، ایران.
AUTHOR
کریم
زهره وندیان
k.zohrevand8098@gmail.com
4
گروه مدیریت ورزشی، دانشکده علوم ورزشی، دانشگاه اراک، اراک، ایران.
AUTHOR
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Virgolino, A.I., Coelho, A., Ribeiro, N. The Impact of Perceived Organizational Justice, Psychological Contract, and the Burnout on Employee Performance: The Moderating Role of Organizational Support, in the Portuguese Context, International Journal of Academic Research in Business and Social Sciences, 2017; 7(1): 241-263.
39
ORIGINAL_ARTICLE
رابطه روابط سیاسی و فساد اداری با برونسپاری اماکن ورزشی شهرداری تهران
هدف از پژوهش حاضر بررسی الگوی عوامل تأثیرگذار بر برونسپاری اماکن ورزشی شهرداری تهران بود. بدین منظور 385 نفر از صاحبنظران و کارشناسان حوزه برونسپاری، سرمایهگذاران بخش خصوصی و مدیران مجموعههای ورزشی شهرداری تهران به روش تصادفی ساده و بر اساس فرمول کوکران انتخاب شدند. ابزارهای پژوهش، پرسشنامه 42 سؤالی فرزیانی و همکاران (1394)، پرسشنامه محقق ساخته خدری و همکاران (1394) و پرسشنامه 39 گویه ای وال و ﭘﺮو (2000) بودند که توسط شرکتکنندگان تکمیل شدند. یافتههای رگرسیونی حاکی از این است که بین فساد اداری و برونسپاری اماکن ورزشی شهرداری تهران (897/0=β)، بین رفتار سیاسی با برونسپاری اماکن ورزشی شهرداری تهران (764/0=β) و بین فساد اداری و رفتار سیاسی (736/0=β) رابطه معنیداری وجود دارد. بر این اساس با توجه به ضرایب رگرسیونی استاندارد نشده میتوان گفت، به ازای یک واحد تغییر در فساد اداری و رفتار سیاسی به ترتیب 119/1 و 219/1 واحد تغییر در برونسپاری اماکن ورزشی شهرداری تهران به وجود میآید.
https://fmss.journals.pnu.ac.ir/article_5871_76b3adba6742cb0ef378e7bc64043520.pdf
2019-04-21
65
74
10.30473/fmss.2019.46092.1946
روابط سیاسی
فساد اداری
برونسپاری
اماکن ورزشی
سیدامین
دهقان بنادکی
djamintv@gmail.com
1
گروه تربیت بدنی گرایش مدیریت ورزشی دانشگاه ازاد تفت
LEAD_AUTHOR
محمد
خبیری
mkhabiri@ut.ac.ir
2
دانشیار دانشگاه تهران
AUTHOR
میرابراهیم
حسینی
ebrahimhosieni80@gmail.com
3
کارشناس ارشد دانشگاه تهران
AUTHOR
سید مجید
عبداللهی
magidabdellahi@gmail.com
4
استادیار گروه علوم تربیتی دانشگاه پیام نور
AUTHOR
مهدی
قنبری
mehdighanbari@gmail.com
5
مدیریت ورزشی دانشگاه پیام نور مرکز بین الملل قشم
AUTHOR
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Sarvari, akram. The Effect of Organizational Structure on the Successful Implementation of Outsourcing Strategy from the Experts' Point of View in the Municipality of Tehran's 7th District. Master's thesis. Faculty of Humanities, Payame Noor University, Tehran. 2013: pp. 10-72. [Persian].
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38
ORIGINAL_ARTICLE
رابطه بین عوامل درون سازمانی (فرهنگ، تکنولوژی، ساختار) با توانمندسازی روانشناختی مدرسان تربیتبدنی و علوم ورزشی دانشگاههای زنجان
هدف از این پژوهش بررسی رابطه عوامل درون سازمانی (فرهنگ ، تکنولوژی و ساختار) با توانمندسازی روانشناختی مدرسان تربیتبدنی و علوم ورزشی دانشگاههای زنجان بود. روش پژوهش توصیفی از نوع همبستگی بود. جامعه آماری مدرسان تربیتبدنی دانشگاههای زنجان (61 نفر) که بیش از سه سال سابقه تدریس دارند، بودند. حجم نمونه تمام شمار و برابر با حجم جامعه (61 نفر) تعیین شد. ابزار پژوهش شامل پرسشنامههای جمعیتشناختی، فرهنگ سازمانی، تکنولوژی، ساختار سازمانی و توانمندسازی روانشناختی بود. روایی محتوایی پرسشنامهها توسط اساتید و متخصصان (7 نفر) و روایی همگرا، واگرا و پایایی ترکیبی توسط نرمافزار PLS2 تأیید شد. نتایج نشان داد که بین فرهنگ سازمانی با توانمندسازی روانشناختی (4/393=t-value؛ 0/242=ضریب مسیر)، تکنولوژی با توانمندسازی روانشناختی (6/149=t-value؛ 0/433=ضریب مسیر)، ساختار سازمانی با توانمندسازی روانشناختی (5/598=t-value؛ 0/389=ضریب مسیر)، فرهنگ سازمانی با ساختار سازمانی (6/273=t-value؛ 0/505=ضریب مسیر) و تکنولوژی با ساختار سازمانی (5/804=t-value؛ 0/485=ضریب مسیر) رابطه معنیداری وجود دارد. شاخص برازش کلی مدل GOF برابر با 0/673 و در حد قوی است. دانشگاهها میتوانند با توسعه فرهنگ سازمانی موجود، فراهمسازی زیرساختها و فرآیندهای تکنولوژیکی و ارتقاء سطح ساختار سازمانی، توانمندی روانشناختی مدرسان را افزایش دهند.
https://fmss.journals.pnu.ac.ir/article_5872_06f01dc36848d7b8450e35a6a2a8f661.pdf
2019-04-21
75
93
10.30473/fmss.2019.46728.1956
تکنولوژی
توانمندسازی روانشناختی
ساختار سازمانی
فرهنگ سازمانی
مجتبی
اسکندری پور
emojtaba67@gmail.com
1
کارشناسی ارشد مدیریت ورزشی، دانشگاه گیلان
LEAD_AUTHOR
شهرام
شفیعی
shafieeshahram@gmail.com
2
دانشگاه گیلان
AUTHOR
Ahlin M, Bergstrom L. Internal inconsistencies-cultural and structural conflicts. A case study of reforms within management control. Bachelor thesis in business economics, University of Gothenburg school of business, economics and law, Accounting and Management Control, Spring semester 2010.
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60
ORIGINAL_ARTICLE
نقش مسئولیت اجتماعی بر عملکرد تیمی باشگاه پرسپولیس با میانجیگری رضایتمندی هواداران
هدف از این پژوهش تعیین نقش مسئولیت اجتماعی بر عملکرد تیمی باشگاه پرسپولیس با میانجیگری رضایتمندی هواداران بود. روش پژوهش توصیفی از نوع همبستگی با رویکرد معادلات ساختاری است. جامعه آماری کلیۀ هواداران باشگاه پرسپولیس و حجم نمونه بر اساس جدول مورگان ۳95 نفر بود. از پرسشنامه های مسئولیت اجتماعی گالبریث (۲۰۱۰)، رضایتمندی الیور (۱۹۹۳) و برای سنجش عملکرد تیمی از پرسشنامه های برگرفته از پژوهش های گلن (۲۰۰۳)، حسینی (۱۳۹۵)، کوپر و ساتر (۲۰۱۱) برای جمع آوری داده های پژوهش استفاده شد. روایی محتوایی و صوری پرسشنامه ها با نظرخواهی از ۱۰ تن از اساتید مدیریت ورزشی، روایی سازه با استفاده از روایی همگرا و واگرا و پایایی نیز با استفاده از ضریب آلفای کرونباخ و پایایی ترکیبی تأیید شدند. جهت بررسی و تحلیل داده ها از آمار توصیفی و استنباطی با رویکرد مدلسازی معادلات ساختاری استفاده گردید. و تحلیل نتایج توسط نرم افزارهای SPSS 22 و Smart PLS 3 انجام شد. یافته های برآمده از پژوهش تأثیر مستقیم و مثبت مسئولیت اجتماعی بر عملکرد تیمی و رضایتمندی هواداران و همچنین اثرگذاری مستقیم و مثبت رضایتمندی بر عملکرد تیمی را گزارش کردند. به علاوه، نقش جزئی میانجی رضایتمندی در ارتباط مسئولیت اجتماعی و عملکرد تیمی مورد تأیید قرار گرفت. پیشنهاد می شود مدیران، مربیان و بازیکنان باشگاه پرسپولیس با انجام مسئولیت های اجتماعی در چهار بعد اقتصادی، اخلاقی، قانونی و بشردوستانه، رضایتمندی و عملکرد تیمی باشگاه را از دید هواداران افزایش دهند.
https://fmss.journals.pnu.ac.ir/article_6014_4ea1c3e4ebbf955d2cf6aadeb46d2613.pdf
2019-04-21
95
111
10.30473/fmss.2019.45279.1919
مسئولیت اجتماعی
عملکرد تیمی
رضایتمندی
هوادار
سمانه
سعیدپور
saeidpour_sp@yahoo.com
1
کارشناسی ارشد دانشگاه خوارزمی
AUTHOR
نجف
آقایی
aghaei.hamid@gmail.com
2
مدیریت ورزشی دانشکده تربیت بدنی دانشگاه خوارزمی و شهید بهشتی،تهران ،ایران
LEAD_AUTHOR
علیرضا
الهی
alirezaelahi@yahoo.com
3
دانشیار دانشگاه خوارزمی تهران
AUTHOR
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ORIGINAL_ARTICLE
ارتباط بین قلدری سازمانی ادراک شده و فرسودگی شغلی با نقش میانجی آزادی بیان در کارمندان وزارت ورزش و جوانان
چکیده هدف از تحقیق آزمون روابط بین قلدری سازمانی ادراک شده و فرسودگی شغلی با نقش میانجی آزادی بیان در کارمندان وزارت ورزش و جوانان بود. روش تحقیق توصیفی – همبستگی بود. جامعه آماری تحقیق کلیه کارمندان ستادی وزارت ورزش و جوانان به تعداد 800 نفر بودند. 243 نفر به روش تصادفی طبقه ای به عنوان نمونه انتخاب شدند. ابزار اندازهگیری پرسشنامه های استاندارد فرسودگی شغلی مازلاک (1981)، قلدری سازمانی اسپلاگه و هولت (2001) و آزادی بیان امراللهی و همکاران (1396) بود. روایی صوری و محتوایی پرسشنامه ها به تائید 11 نفر از متخصصان مربوطه رسیده و به منظور تائید روایی سازه آن ها از تحلیل عاملی تائیدی استفاده شد. همچنین پایایی پرسشنامهها با اجرای آزمایشی بر روی 30 نفر از اعضای جامعه تحقیق و از طریق ضریب آلفای کرونباخ تعیین شد. از آزمون های کولموگروف اسمیرنف، آزمون تی تک نمونه ای با استفاده از Spss V23 و مدل معادلات ساختاری با استفاده از آموس نسخه 23 استفاده شد. نتایج تحقیق نشان داد ارتباط مثبت و معنادار بین قلدری سازمانی ادراک شده و فرسودگی شغلی (57/0=r) و ارتباط معکوس و معنادار بین قلدری سازمانی ادراک شده با آزادی بیان (42/0-=r)، و بین آزادی بیان و فرسودگی شغلی (34/0-=r) وجود دارد (01/0=Sig). همچنین نتایج نشان داد که متغیر آزادی بیان در رابطه بین قلدری سازمانی ادراک شده و فرسودگی شغلی، نقش میانجی معناداری دارد. توجه به عوامل به وجود آورنده قلدری سازمانی و آزادی بیان میتواند در کاهش فرسودگی شغلی کارمندان وزارت ورزش و جوانان موثر باشد.
https://fmss.journals.pnu.ac.ir/article_5908_2bc9a6c9705457275afa2a97637e4155.pdf
2019-04-21
113
123
10.30473/fmss.2019.45296.1929
واژگان کلیدی: آزادی بیان"
فرسودگی شغلی"
قلدری سازمانی ادراک شده"
جلال
شاملو
jalal.shamlo@gmail.com
1
دانشجوی دکترای مدیریت ورزشی
AUTHOR
علی محمد
صفانیا
a.m.safania@gmail.com
2
استاد دانشگاه آزاد اسلامی واحد علوم و تحقیقات تهران
LEAD_AUTHOR
سید صلاح الدین
نقشبندی
salah.naghshbandi@yahoo.com
3
استادیار دانشگاه آزاد اسلامی واحد علوم و تحقیقات
AUTHOR
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9- Karimi Baba Ahmadi, S,. Golparvar M. Bullying Relationship with Job Satisfaction and Organizational Support of Staff of Khuzestan Steel Co., First International Conference on Psychology, Education and Social Sciences, 2017, Tehran, Kousha Gostar Conference Center, in cooperation with the universities of the country. [Persian].
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10- Karimi Baba Ahmadi, S,. Golparvar, M. Bullying Relationship with Job Satisfaction and Organizational Support of Staff of Khuzestan Steel Co., First International Conference on Psychology, Education and Social Sciences, 2017,Tehran, Kousha Gostar Conference Center, in cooperation with the universities of the country.
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15- Shah Mansh, N,. Fakri ,.K. Effectiveness of Glaser's Reality Therapy Theory on Teacher's Burnout, Second International Humanities Congress, Cultural Studies, 2016, Tehran, Center for Empowerment of Social and Cultural Skills,
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16- Yousefi, Bahram; Moradi Khaki, Shahnaz. Relationship between lack of effort - rewards with the burnout of physical education teachers (path analysis). Physiology and Management Research in Sports, 2012, No. 7, pp. 57-67.
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17- Askarian F, Dokhtbagher N. The Impact of Hosting on the Performance of Teams in Iranian Football Super League. Organizational Behavior Management in Sport Studies. 2015; 2(8): 87-100. [Persian]
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18- Darabi S, Zardoshtian S.The Effect of Social Responsibility on Organization Performance by Emphasizing the Strategic Role of reputation on the Employees of Sports and Youth Departments in the West of Iran. Organizational Behavior Management in Sport Studies. 2019; 5(20): 109-123. [Persian]
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ORIGINAL_ARTICLE
بررسی اثر سیستمهای کاری عملکرد بالا (HPWS) بر رضایت شغلی و تعهد سازمانی با توجه به نقش میانجیگری تناسب فرد- سازمان (P-O Fit)در ادارههای کل ورزش و جوانان استانهای غرب ایران
هدف از پژوهش حاضر، بررسی اثر سیستمهای کاری عملکرد بالا بر رضایت شغلی و تعهد سازمانی با توجه به نقش میانجیگری تناسب فرد- سازمان در ادارههای کل ورزش و جوانان استانهای غرب ایران میباشد. تحقیق حاضر، توصیفی پیمایشی در حیطه مطالعات راهبردی و از نظر هدف، کاربردی میباشد. جامعه آماری پژوهش را همه مدیران، معاونین و کارشناسان ادارات کل ورزش و جوانان غرب ایران در سال 1397 تشکیل دادهاند (314 نفر)، که از طریق روش نمونهگیری تصادفی طبقهای و جدول مورگان 175 نفر به عنوان نمونه انتخاب شدند. ابزار جمعآوری اطلاعات پرسشنامه استاندارد سیستمهای کاری عملکرد بالا چین جوتسای (2006)، پرسشنامه تناسب فرد سازمان چتمن (2011)، پرسشنامه رضایت شغلی مینه سوتا (1977)، پرسشنامه تعهد سازمانی مایر و آلن (1997) بود.تجزیه و تحلیل دادههای گرداوری شده با نرم افزارهای spss و مدل معادلات ساختاری انجام شد. نتایج معادلات ساختاری نشان داد، سیستمهای کاری عملکرد بالا اثری قوی بر تناسب فرد سازمان دارد، تناسبات فردی و سازمانی تأثیرات مثبت و معناداری بر نگرشهای سازمانی دارد، سیستمهای کاری عملکرد بالا میتواند تأثیر مثبت و معناداری بر نگرشهای سازمانی داشته باشد و همچنین در نهایت تأثیر میانجی تناسب فرد - سازمان در رابطه بین متغیرهای HPWS و رضایت شغلی و تعهد سازمانی تأیید شد. در مجموع میتوان گفت اجرای فاکتورهای مهم سیستمهای کاری عملکرد بالا و رعایت تناسبات مهم کارکنان و سازمان در ادارههای ورزش و جوانان به خوبی میتواند آنان را به اهداف سازمانی نزدیکتر کند و تعهد کاری و رضایت شغلی آنان را افزایش دهد.
https://fmss.journals.pnu.ac.ir/article_5921_9a9262cabcdd509dc21d847108ce4c65.pdf
2019-04-21
125
138
10.30473/fmss.2019.47112.1967
سیستمهای کاری عملکرد بالا
تناسب فرد سازمان
رضایت شغلی
تعهد سازمانی
همایون
عباسی
habbasi003@gmail.com
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استادیار دانشگاه رازی کرمانشاه
AUTHOR
حسین
عیدی
eydihossein@gmail.com
2
دانشگاه رازی
AUTHOR
نفیسه
فتاحیان
n.fattahian2016@gmail.com
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دانشجوی دکترای مدیریت راهبردی در سازمانها و رویدادهای ورزشی، دانشکده علوم ورزشی، دانشگاه رازی، کرمانشاه، ایران
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