Designing an interpretive structural model of obstacles to empowering human resources in the Ministry of Sports and Youth

Document Type : Research Paper

Authors

• somayeh emadi ¹
• Abuzar Zare ²
• Mehdi Rastegari ³
• zohrab gohari ⁴

¹ Assistant Professor, Department of Sports Management, Daryoun Branch, Islamic Azad University, Daryoun, Iran

² Lecturer at Farhangian University, Secretary of Physical Education of the General Department of Education of Fars Province

³ Department of Physical Education and Sports Sciences, Firouzabad Branch, Meimand Center, Islamic Azad University, Meimand, Iran

⁴ Doctor of Sports Management, Secretary of Physical Education, General Department of Education, Fars Province

10.30495/jedu.2022.26335.5260

Abstract

Introduction: The aim of the research was to design an interpretive structural model of human resources empowerment obstacles in the Ministry of Sports and Youth.
research methodology: The current research is a type of applied research that was conducted in the field using a mixed research method (qualitative and quantitative). The statistical population in the quantitative section, including managers and experts in the field of human resources of the Ministry of Sports and Youth and general managers of the provinces, was equal to 65 people, and in the qualitative section, 18 people were experts. Due to the limitation of members, the statistical population was equal to the sample. The research tool was a researcher-made questionnaire containing 16 barriers to empowering human resources of the Ministry of Sports and Youth, whose validity was confirmed by 7 sports management professors of the university and its reliability was confirmed by calculating Cronbach's alpha (α=0.82). Interpretive structural technique was used to structure the obstacles.
Findings: The results showed that there are 16 basic obstacles in the way of empowering the employees of the Ministry of Sports and Youth, and these obstacles were placed in eight levels. Obstacles of weak participation of operational units, lack of clear rules regarding empowerment and lack of attention to promotion and dimensions of empowerment in reward and encouragement system were placed at the basic level.
Conclusion: It can be said that clarifying the employee empowerment regulations and strengthening the reward and encouragement system, as well as the active participation of operational units in human resource empowerment training workshops, are among the priorities of decision and action.

Keywords

• Empowerment
• Interpretive Structure
• Human Resources
• Ministry of Sports and Youth

20.1001.1.20086369.1401.13.5.10.1

---

References

1. Babaei, M., Fattahi Masroor, F., Shakeri, N. (2018). Identifying the current situation and obstacles to the development of public sports in the country, a new approach in educational management, Volume 17 (41): 235-247.[in Persian]

2. Badri Azrin, Y., Talebian Nia, H., & Salmani, A. (2013). Strategies for Human Resource Development in Gymnastics, Sports Management Studies, 19, 92-81. .[in Persian]

3. Bakingham, M, & Clifton, D. (2009). Step 2: Discovering Capabilities: Rezainejad, A.Tehran.Faranas

4. Bartram, T., Dowling, P. (2013).  An international perspective on human resource management and performance in the health care sector: Toward a research agenda International, Journal of Human Resource Management, 24, 3031–3037

5. Boxall, P., Purcell, J. (2011). Strategy and human resource management, Palgrave Macmillan Publisher, 4th Edition

6. Changizi, B., Amirianzadeh, M., Salehi, M., Zarei, R (2020). Design and validation of the model of human resources empowerment dimensions in line Manpower productivity in the National Iranian Gas Company, Journal of Human Capital Empowerment, 3(2), 131-143.

7. Chelladurai, P. Madella, A.(2006). Human Resource Management in Olympic Sport Organizations, Human Kinetic, 1st Edition

8. Delavari, Z., Fayyazzadeh, A., & Keshtidar, M. (2015). Investigating the Relationship between Information Technology and Human Resources Development in the Ministry of Sports and Youth, The First Scientific

9.  Research Conference on New Findings of Management, Entrepreneurship and Education in Iran, Tehran, Association for the Development and Promotion of Basic Sciences and Technologies. .[in Persian]

10. Dvir. R, laƫ ce. F., & Webb. C. (2007), the Future center as an empowering ecology  , Journal of informaƟon communicaƟon & Ethics in society , 3(5), 206-225.

11. Ebrahimi, K. (2015). Designing a model for measuring the quality of e-government services with a combined approach of ISM and DEMATEL; Case Study: Counter Offices of the Government of the Islamic Republic of Iran, Master Thesis, Public Administration, Imam Sadegh (AS) University.  [in Persian]

12. Emadi, S., Amir Hosseini, S. E., & Hamidi, M. (2020). Designing and compiling a strategic plan for the human resource management system in the Ministry of Sports and Youth, a new approach in educational management, 2(42): 1-26. [in Persian]

13. Faisal, M., Banwet, D.K. and Shankar, R. (2006). Supply chain risk mitigation: modelling the enablers, Business Process Management, 12(4), 535-552.

14. Hashemi, S. H. & Pouraminzad, S. (2011). Challenges facing the development of human resources and solutions to solve it, work and society, No. 136.  [in Persian]

15. Iranzadeh, S. (2016). Identifying and Leveling the Relationships of Employee Empowerment Components by ISM Method, Human Resources Management in Oil Company, 7(27). [in Persian]

16. Kazemi Rezaei, S.E., Zardoshtian, Sh., & Abbasi, H. (2017). Identification and prioritization of barriers to the development and implementation of strategic management of the General Departments of Sports and Youth of the western provinces, Contemporary Research in Sports Management, No. 13. [in Persian]

17. Khodabakhshzadeh, S., Amirzadeh, S., & Khodabakhshzadeh, S. (2015). A Study of Factors Affecting Human Resource Productivity, Barriers and Strategies (Case Study: Vice Chancellor for Education, Bam University of Medical Sciences), Jundishapur Development and Training, 6(4) , 324-331.[in Persian]

18. Khorasani, A., Amozad, M., & Mulla Mohammadi, A. (2016). Validation of the Excellence Model of Human Resources Education and Development in Iran, Human Resources Education and Development, 3 (8), 1-27.[in Persian]

19. kotter, J. (2006). learning change, p.cm-us-ISBN:087584-747-1

20. Latifi, E. (2017). Practical Strategies for Employee Empowerment and Its Barriers, 12th Quality and Productivity Conference, Iranian Electrical Industry Productivity Engineering Association. [in Persian]

21. Markoulli, M., Lee, C. I., Byington, E., & Felps, W. A. (2016). Mapping Human Resource Management: Reviewing the field and charting future directions. Human Resource Management Review.

22. Masoumi, H., Gharaiagh Zandi, H., & Kiakjouri, D.,  et al. (2016). Identification and Prioritization of Strategic Management Barriers in the Ministry of Sports and Youth and Sports Federations Using Entropy-Fuzzy Decision Making Method, Journal of Sports Management and Motor Behavior, 23 , 295-317.[in Persian]

23. Navaran, A. (2012). Identification and prioritization of educational issues of students of e-learning courses of Tarbiat Modares University based on interpretive structural modeling methodology, master's thesis, educational management, Tarbiat Modares University.[in Persian]

24. Nazari, R., Tabatabai, M., & Karimian, J. (2017), Analysis of obstacles to the implementation of the strategic plan of Isfahan province, Sports Management, 9(1), 99-112.[in Persian]

25. Padmasiri, M. D., Sandamali, J. G. P., Mahalekamge, W. G. S., & Mendis, M. V. S. (2018). The Relationship between Training and Development and Employee Performance of Executive Level Employees in Apparel Organizations. International Invention of Scientific Journal, 2(01).

26. Rogalsky, K., Doherty, A., & Paradis, K. F. (2016). Understanding the Sport Event Volunteer Experience: An Investigation of Role Ambiguity and Its Correlates. Journal of Sport Management, 30(4), 453-469.‏

27. Sarafizadeh, A., & Hajizadeh, M. (2010). Barriers to Human Resources Empowerment of Non-Governmental Organizations in Tehran, Management Research, No. 85. (in Persian)

28. Scott, S. & Jaf, D. (2008). Employee Empowerment, translated by Mehdi Irannejad Parizi, Tehran, Soroush. [in Persian]

29. Sepahvand, R., Saedi, A., & Momeni Fard, M. (2018). Designing a human resource management model in sports organizations using interpretive structural modeling, human resource management in sports, 5(4).[in Persian]

30. Skavier, C. (2007). Differences in Individual and Organizational Capacity, Translator: Saeed Neshat, Center for Civil Society Studies, Tehran.

31. Shirvani, A. (2010). Investigating the Barriers to Establishing Organizations Based on Employee Capability and Providing a Solution for Creating It, National Conference on Management and Leadership Challenges of Iranian Organizations, Tehran. [in Persian]

32. Talebian, A. R. (2008). Employee Empowerment Based on Strategic Attitude, Second National Conference on Human Resources Empowerment, Tehran, December. [in Persian]

33. Wahid, A., Shakil Ahmad, M., Abu Talib, N., Ali Shah, I., Muhammad Tahir, M., Ali Jan, F., Qaiser Saleem, M. (2018). Barriers to empowerment: Assessment of community-led local development organizations in Pakistan, Renewable and Sustainable Energy Reviews, journal homepage: www.elsevier.com/locate/rser

34. Warfield, J.W. (1974). Developing interconnected matrices in structural modelling, IEEE transcript on systems, Men and Cybernetics, 4(1), 51-81.