مطالعات مدیریت ورزشی

تدوین چارچوب کنترل رفتارهای ضدبهره‌ورانه در هیئت‌های ورزشی

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی دکتری مدیریت ورزشی، دانشگاه آزاد اسلامی، واحد گرگان، گرگان، ایران

2 استادیار گروه تربیت بدنی، دانشگاه آزاد اسلامی، واحد گرگان، گرگان، ایران

3 استادیار مدیریت ورزشی دانشگاه نیشابور، دانشکده ادبیات و علوم انسانی،نیشابور،ایران

4 دانشیار گروه مدیریت ورزشی، دانشگاه آزاد اسلامی، واحد گرگان، گرگان، ایران

5 استادیار،گروه تربیت بدنی، واحد گرگان، دانشگاه آزاد اسلامی، گرگان، ایران

چکیده
پژوهش حاضر باهدف تدوین چارچوب کنترل و جبران رفتارهای ضدبهره‌ورانه در هیئت‌های ورزشی طراحی و اجرا گردید. روش پژوهش حاضر از نوع آمیخته بود. ابزار مورداستفاده در این پژوهش بعد از انجام مصاحبه و رسیدن به اشباع نظری تدوین شد که شامل 39 گویه و در قالب 7 مؤلفه‌، به‌صورت پنج گزینه‌ای لیکرت (خیلی زیاد، 5 امتیاز تا خیلی کم، 1 امتیاز) تدوین شد. در بخش اول (کیفی) برای انجام مصاحبه میدانی، جامعه آماری پژوهش را اساتید برجسته حوزه مدیریت ورزشی متخصص در حوزه رفتار سازمانی و همچنین برخی از مدیران هیئت‌های ورزشی استان گلستان بودند که این افراد، به‌صورت هدفمند برای مصاحبه‌های کیفی در موضوع پژوهش انتخاب شدند. در بخش دوم (کمی) بعد از گردآوری اطلاعات حاصل از پژوهش کیفی، اقدام به ساخت پرسشنامه نموده و این پرسشنامه در بین مدیران و کارکنان هیئت‌های ورزشی استان گلستان توزیع گردید. تعداد مدیران و کارکنان هیئت‌های ورزشی استان گلستان، 153 نفر بود که با توجه به جدول مورگان، تعداد نمونه 113 نفر به‌عنوان نمونه مشخص شدند. نتایج پژوهش حاضر نشان داد که چارچوب کنترل و جبران رفتارهای ضدبهره‌ورانه در هیئت‌های ورزشی شامل مؤلفه‌هایی ازجمله برنامه‌ریزی، اخلاق حرفه‌ای، انگیزشی، گزینش نیروی انسانی، تناسب حقوق و مزایا، فناوری اطلاعات و خلاقیت و نوآوری در کار می‌باشد. به عبارتی پیاده‌سازی این مؤلفه‌ها می‌تواند منجر به کنترل و جبران رفتارهای ضدبهره‌ورانه در هیئت‌های ورزشی گردد.

کلیدواژه‌ها

عنوان مقاله English

Develop a framework for controlling of counterfeit behaviors in sports delegations

نویسندگان English

  • Zainab Badeli 1
  • . . 2
  • Amin Rashid Lamir 3
  • Zynalabedin Fallah 4
  • Taher Bahlekeh 5
1 PhD Student in sport Management, Islamic Azad University, Gorgan Branch, Gorgan, Iran
2 .Assistant Professor, Department of Physical Education, Gorgan Branch, Islamic Azad University, Gorgan, Iran
3 Assistant professor of sport management of University of Neyshabur, Faculty of humanities, Neyshabur, Iran
4 Associate Professor of Sports Management, Islamic Azad University, Gorgan Branch, Gorgan, Iran
5 Assistant Professor of Sports Management, Islamic Azad University, Gorgan Branch, Gorgan, Iran
چکیده English

The present study was designed and implemented with the aim of developing a framework for controlling and compensating for counterproductive behaviors in sports teams. The method of the present study was mixed. The tools used in this study were developed after the interview and reached theoretical saturation, which included 39 items and in the form of 7 components, in the form of five Likert options (very high, 5 points to very low, 1 point). In the first part (qualitative) for conducting field interviews, the statistical population of the study was prominent professors in the field of sports management specializing in organizational behavior and also some managers of sports boards in Golestan province who were purposefully selected for qualitative interviews on research. Were. In the second (quantitative) part, after collecting the information obtained from the qualitative research, a questionnaire was made and this questionnaire was distributed among the managers and employees of the sports delegations of Golestan province. The number of managers and employees of sports delegations in Golestan province was153, which according to Morgan's table, the sample number of 113people was identified as the research sample.The results of the present study showed that the framework for controlling and compensating for counterproductive behaviors in sports teams includes components such as planning, professional ethics, motivation, selection of manpower, proportionality of salaries and benefits, information technology and creativity and innovation at work. In other words, the implementation of these components can lead to the control and compensation of counterproductive behaviors in sports teams.

کلیدواژه‌ها English

  • Anti-productive behaviors
  • manpower
  • sabotage
  • underemployment
  1. Agrawal, P., & Gautam, O. (2020). The Effects of Leaders' Behavior on Job Satisfaction, Organizational Citizenship Behavior, Deviant Behavior, and Job Performance of Employees. In Analyzing Workplace Deviance in Modern Organizations (pp. 100-113). IGI Global.
  2. Almaslmani, R., & Hasan, A. M. S. (2021). The Impact of Human Resources, Strategic Planning and Asset Management on Economic Productivity and Regional Income of Jordan: The Mediating Role of Organizational Culture. International Journal of Contemporary Management and Information Technology, 1(6), 18-25.‏
  3. Al-Shaiba, A. S. (2017). Role of human resources function in successful organizational transformations for efficiency improvement. European Journal of Multidisciplinary Studies, 2(7), 273-280.
  4. Arnold, J. M., Nicoletti, G., & Scarpetta, S. (2011). Does anti-competitive regulation matter for productivity? Evidence from European firms.
  5. Aşçı, M. S. (2020). Analyzing the effects of organizational trust and organizational commitment in anti-productivity behaviours in managerial approach dimension to achieve a strategic competitive advantage. In Strategic outlook for innovative work behaviours (pp. 253-273). Springer, Cham.
  6. Banks, G. (2012). Productivity policies: the ‘to do’list. In delivered at Economic and Social Outlook Conference, Securing the Future, Melbourne (Vol. 1).
  7. Barani, M., Talebpour, M., Keshtidar, M. (2021). Structural Model Design the Role of Total Quality Management in the Productivity of Sports Organizations. Contemporary Studies On Sport Management. doi: 10.22084/smms.2021.23975.2835. (In Persian)
  8. Benitez, Jose; Henseler, Jörg; Castillo, Ana; Schuberth, Florian (2020). How to perform and report an impactful analysis using partial least squares: Guidelines for confirmatory and explanatory IS research. Information & Management,57(2): 1-57.
  9. Da Costa, E., & Xiongying, N. (2021). Impact of Human Resources Competency on Productivity: The case of SME’ s in Timor-Leste. International Journal of Science and Business, 5(10), 1-15.‏
  10. Ghalehnoei A, Fahim davin H, Pemanizad H, Esmaeelzadeh ghandehari M R. (2020). Constructing and Validating the Questionnaire of the Factors Influencing the Implementation of Green Productivity Strategy in Iran`s Sport. JRSM. 9 (18):127-146
  11. Gružauskas, V., & Grmanová, E. (2018). Efficiency of banks and human resources. Journal of international studies, 11(2), 193-201.
  12. Günay, G. Y. (2018). Relationship between job satisfaction, organizational citizenship behavior and employee performance: Sample of Edirne financial office employees in Turkey. American International Journal of Contemporary Research, 8(1), 64-74.
  13. Haldorai, K., Kim, W. G., Chang, H. S., & Li, J. J. (2020). Workplace spirituality as a mediator between ethical climate and workplace deviant behavior. International Journal of Hospitality Management, 86, 102372.
  14. Huang, W., Luo, T., & Xu, W. (2018). The Impact of Knowledge Workers' Social Network on Anti-Production Behaviors. Journal of Changsha University of Science and Technology (Social Science), 04.‏
  15. Jiang, H., Jiang, X., Sun, P., & Li, X. (2020). Coping with workplace ostracism: the roles of emotional exhaustion and resilience in deviant behavior. Management Decision.
  16. Kong, D., Tao, Y., & Wang, Y. (2020). China's anti-corruption campaign and firm productivity: Evidence from a quasi-natural experiment. China Economic Review, 63, 101535.
  17. Leonova, I. S., Pesennikova-Sechenov, E. V., Legky, N. M., Prasolov, V. I., Krutskikh, I. A., & Zayed, N. M. (2021). Strategic Analysis Of The Motivation On Employees'productivity: A Compensation Benefits, Training And Development Perspective. Academy Of Strategic Management Journal, 20, 1-11.‏
  18. Li, N. (2021). The Mechanism Of The Role Of Corporate Leadership Models On Employees’psychological Anxiety And Anti-Productive Behaviors From A Three-Dimensional Perspective. Psychiatria Danubina, 33(Suppl 6), 68-0.‏
  19. Madhavi, T., & Mehrotra, R. (2021). Effect of Integrated Competency Management and Human Resource Development at the Level of Efficiency of Workforce. In Proceedings of the Fourth International Conference on Microelectronics, Computing and Communication Systems (pp. 479-490). Springer, Singapore. (In Persian)
  20. Mahmoudian, R; Lotfeelahi, M. (2018). Factors Affecting Employees' Anti-Productivity Behaviors in Public Libraries of West Azerbaijan Province, Fourth International Conference on Management, Psychology and Humanities with Sustainable Development Approach, Shiraz. (In Persian)
  21. Mahtaney, P. (2021). Understanding the Link Between Technology, Productivity and Employment. In Structural Transformation (pp. 133-164). Palgrave Macmillan, Singapore.‏
  22. Mastrobuoni, G. (2020). Crime is terribly revealing: Information technology and police productivity. The Review of Economic Studies, 87(6), 2727-2753.‏
  23. Onwumah, T. (2015). Culture, Work Ethics and Productivity in Nigeria. The international journal of humanities & social studies, 3(3), 359-362.
  24. Rabiee, M; Babadi, R. (2015). Investigating anti-productivity behaviors and its relationship with 5 major personality factors, National Conference on Psychology and Social Injury Management, Chabahar. (In Persian)
  25. Reza Javanshir, R; Aran, A; Hosseini, M. (2017). Investigating the Relationship between Job Turnover and Retirement Rate and Anti-Productivity Behaviors in Ardabil Agricultural Bank Employees, Fourth National Conference on Iranian Islamic Economy, Management and Culture, Ardabil. (In Persian)
  26. Rezanezhad, M. (2018). Survey the Relationship between Personality Characteristic and Anti-Productivity Behaviors (Case Study: Employees of West Mazandaran Electricity Distribution Company). International Journal of Applied Research in Management and Economics, 1(1), 61-68. (In Persian)
  27. Roy, S., Kumar, K., & Satpathy, B. (2021). Strategic planning of optimising productivity: a'5S under lean quality'approach. International Journal of Productivity and Quality Management, 32(1), 53-71.‏
  28. Sabokro, M; Dehghan, H. (2016). Typology of Deviant Behaviors in Organization, Third International Conference on New Research in Management, Economics and Humanities. (Persian)
  29. Sara, I., Saputra, K. A. K., & Utama, I. W. K. J. (2021). The effects of strategic planning, human resource and asset management on economic productivity: A case study in Indonesia. The Journal of Asian Finance, Economics and Business, 8(4), 381-389.‏
  30. Sarboland, K. (2018). Investigating the relationship between job rotation with the amount of abandonment and managers' anti-attitude behaviors (Case Study: Managers of Parsabad High School Education in Moghan). The Journal of Modern Thoughts in Education, 13(3), 128-115. (In Persian)
  31. Shahnazi, R. (2021). Do information and communications technology spillovers affect labor productivity?. Structural Change and Economic Dynamics, 59, 342-359.‏ (In Persian)
  32. Stroebe, W., Diehl, M., & Abakoumkin, G. (1996). Social compensation and the Köhler effect: Toward a theoretical explanation of motivation gains in group productivity. Understanding group behavior, 2, 37-65.
  33. Tërstena, A., Goga, A. J., & Jashari, B. (2020). Improving the efficiency of human resources with the use of new technologies and reorganization process. International Journal of Research in Business and Social Science (2147-4478), 9(1), 31-38.
  34. Zardoshtian, S., Reyhanin Nia, J. (2021). The effect of organizational culture on productivity by mediating the role of creativity and innovation in the Ministry of Sport and Youth of Iran. Sport Management Studies, 13(67), -. doi: 10.22089/smrj.2020.9123.3090, (In Persian)

Zubairu Miss, A. N., Ngeme Mrs, F., & Olagoke Mr, P. D. (2021). Mentoring and employee motivation as determinants of job productivity of library personnel in university libraries in Osun state, nigeria.‏

  • تاریخ دریافت 04 مرداد 1400
  • تاریخ بازنگری 30 فروردین 1401
  • تاریخ پذیرش 10 اردیبهشت 1401

صفحه اصلی

اصول اخلاقی

ارسال مقاله

اخبار و اعلانات

اطلاعات آماری نشریه

تماس با ما