Identifying the effective factors on the development of human resources in the general administrations of sports and youth (with the Islamic-Iranian approach of progress)

Document Type : Research Paper

Authors

• seyed hamidreza ashrafi ¹
• Kamelia Abdi ²
• Amir Kazemi ³

¹ PhD student in sports management, Department of Physical Education, Shiraz Branch, Islamic Azad University, Shiraz, Iran

² Assistant Professor, Department of Physical Education, Shiraz Branch, Islamic Azad University, Shiraz, Iran

³ Department of Business Management, Shiraz Branch, Islamic Azad University, Shiraz. Iran.

10.30495/jedu.2021.27103.5417

Abstract

Introduction: The purpose of the research was to identify the effective factors on the development of human resources in the general administrations of sports and youth (with the Islamic-Iranian approach of progress).
research methodology: The research is a fundamental and survey-cross-sectional type, an exploratory combination. The statistical population was university professors, managers and deputy heads of general sports and youth departments, the purposeful sampling method was from the southern provinces of the country (Hormozgan, Bushehr, Khuzestan, Kohgiluyeh and Berirahmad, Fars, Kerman). Expertise index, level of experience and level of education. Based on this, the opinions of 11 experts were used with the interview tool. For validation of criteria Lincoln, Y.S., & Guba, E.G. (1985). Validity, transferability, reliability, confirmability were used. Because all the criteria were taken into consideration, the designer was not able to take a specific direction, based on a pairwise comparison, it was valid in itself. On the other hand, all criteria were compared two by two, so the maximum possible questions were asked to the audience with a favorable structure, the questionnaire is reliable. Content analysis technique was used in Maxqda software.
Findings: In the initial coding, 96 codes were identified: 23 core categories and 9 main codes. Main codes: recruitment, specialization, organization, organizational relationship management, hope and motivation, performance improvement, competitive advantage, productivity capabilities and psychological characteristics. In order to determine the validity of the findings, three techniques of data collection from multiple sources, analysis of negative cases and flexibility of the method were used. Data sources were diverse and alignment was used. In the analysis of the negative cases of the interviews, he resolved the contradictory interpretations interpreted in the data. Interviews, multiple assessments, content and processes were reviewed.
Conclusion: The researcher was able to identify the factors affecting the development of human resources for explanation in future research.

Keywords

• Development of human resources
• general administrations of sports and youth
• Islamic-Iranian approach to progress

20.1001.1.20086369.1401.13.4.6.5

---

References

1.      Adhvaya, A. Bassi, V. Nyshadham, A. Tamayo, J. (2019). No Line Left Behind: Assortative Matching Inside the Firm. Journal of Political Economy, 111(3).

2.      Afjeh, Ali Akbar; Ismailzadeh, Mohammad (2009). Investigating the relationship between strategic human resource management and corporate performance.Development Management, 2: 9-19. .(in Persian)

3.      ALDamoe, Fathi Mohamed Abduljlil,. Yazam, Mohamd & Kamal, Ahmid Bin (2012). The Mediating Effect of HRM Outcomes (employee retention) on the Relationship between HRM Practices and Organizational Performance, International Journal of Human Resource Studies, 2(1): 75- 89

4.      Azizi, Hassan; Shafi'i, Ismail; Golshani, Alireza (2018). Realization of political development in the Iranian Islamic model of progress. The Model of Iranian Islamic Progress, 6 (11): 157-183. (in Persian)

5.      Bognanno, M. and E. Melero (2016), “Promotion Signals, Experience, and Education,” Journal of Economics and Management Strategy, 25, pp. 111-132.

6.      Brilon, S. (2015). Job assignment with multivariate skills and the Peter Principle, Labour Economics,32,112-121.

7.      Harel, G. H., & Tzafrir, S. S. (2017). The effect of human resource development practices on the perceptions of organizational and market performance of the firm. Human resource management, 38(3): 185-199.

8.      Hofman, M. and Tadelis, S. (2019). People management skills, employee attrition, and manager rewards: An empirical analysis. Working paper.

9.      Mehdizadeh r. m.; Soltani I.; Davazdaemami H.(2020). Factors Influencing Human Resources Architecture in Islamic Azad University of Fars. Journal of New Approaches in Educational Administrations. 11(43): 373-398.

10.  Nasehifar, Vahid; Askari Masouleh, Saeed. (2017). Explaining the human resource development model based on the Iranian Islamic model of progress. Journal of Tomorrow Management, 15 (1). (in Persian)

11.  Nieves, J., & Quintana, A. (2018). Human resource practices and innovation in the hotel industry: The mediating role of human capital. Tourism and Hospitality Research, 18(1): 72-83.

12.  Seyed Javadin, Seyed Reza; Farahi, Mohammad Mehdi (2012). The most effective measures of human function management in successful organizations, Management Research in Iran, 16 (1): 19.37. (in Persian)

13.  Triguero, Rafael,. Peña-Vinces,Jesús,. González-Rendon M.; .Sánchez-Apellaniz, M. (2012) .Human Resource Management Practices Aimed at Seeking the Commitment of Employees on Financial and Nonfinancial (Subjective) Performance in Spanish Firms: An Empirical Contribution, Journal of Economics, Finance and Administrative Science, 17(32):17-31.

14.  Vashani A.; Mosavi F.; Eslampanah M.; Karam Afrooz M.A.(2020) .Designing the Model of Strategic Thinking for Educational Managements by Mixed Method. . Journal of New Approaches in Educational Administrations.11(44):29-54.

15.    Young Sung, Sun & Jin Nam Choi. (2014) Multiple dimensions of human resource development and organizational performance. Journal of Organizational Behavior, 23(12): 1-16.