طراحی و تدوین الگوی مدیریت اینرسی مبتنی بر عوامل روانشناختی در وزارت ورزش و جوانان

نوع مقاله : مطالعه پژوهشی اصیل

نویسندگان

1 گروه علوم ورزشی، واحد یاسوج، دانشگاه آزاد اسلامی، یاسوج، ایران

2 گروه علوم ورزشی، واحد ارسنجان، دانشگاه آزاد اسلامی، ارسنجان، ایران

چکیده

هدف پژوهش: این پژوهش با هدف تدوین الگوی مدیریت اینرسی در وزارت ورزش و جوانان با تأکید بر عوامل روانشناختی انجام شد.
مواد و روش‌ها: روش این پژوهش بصورت آمیخته کیفی و کمی بود. جامعه آماری در بخش کیفی 15 نفر از مدیران و خبرگان منابع انسانی در وزارت ورزش و جوانان و در بخش کمی شامل تمام مدیران و کارکنان وزارت ورزش و جوانان، برابر با 901 نفر بود که براساس جدول کرجسی و مورگان، تعداد 269 نفر با استفاده از روش نمونه گیری تصادفی خوشه‌ای انتخاب شد. ابزار جمع‌آوری داده‌ها پرسشنامه محقق ساخته شامل 33 شاخص مدیریت اینرسی بود. داده‌ها از طریق معادلات ساختاری و با استفاده از نرم‌افزارهای SPSS22 و PLS3 تجزیه و تحلیل شد.
یافته‌ها: نتایج نشان داد که 33 شاخص در قالب 5 مؤلفه بر مدیریت اینرسی وزارت ورزش و جوانان اثرگذار است و مدل پژوهش از برازش کامل برخوردار بود. همچنین همچنین براساس نتایج، اینرسی تجربه، اینرسی عملی، اینرسی بینشی، روانشناختی و اینرسی یادگیری، مهم‌ترین مؤلفه‌های اثرگذار بر مدیریت اینرسی بود.
نتیجه گیری: می‌توان گفت که با بهره گیری از روانشناسان متخصص در افزایش انگیزه کارکنان، محرک‌های انگیزشی برای ایجاد تغییر و خودباوری مدیران برای ایجاد تغییر به مدیریت اینرسی وزارت ورزش و جوانان کمک کرد.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

Designing and Developing an Inertial Management Model Based on Psychological Factors in Iran's Ministry of Sports and Youth

نویسندگان [English]

  • Zavareh Ghavami 1
  • Vali Nowzari 2
  • Seyed Ehsan Amirhosseini 1
1 Department of Sports science, Yasuj branch, Islamic Azad University, Yasuj, Iran
2 Department of sport Science, Arsanjan Branch, Islamic Azad University, Arsanjan, Iran
چکیده [English]

The purpose of the research: This research was conducted with the aim of developing a model of inertia management in the Ministry of Sports and Youth with an emphasis on psychological factors.
Materials and methods: The method of this research was a combination of qualitative and quantitative. The statistical population in the qualitative part was 15 people from the managers and experts of human resources in the Ministry of Sports and Youth and in the quantitative part, including all the managers and employees of the Ministry of Sports and Youth, it was 901 people, according to the table of Karjesi and Morgan, the number of 269 people using The cluster random sampling method was chosen. The data collection tool was a researcher-made questionnaire containing 33 inertial management indicators. Data were analyzed through structural equations and using SPSS22 and PLS3 software.
Findings: The results showed that 33 indicators in the form of 5 components have an effect on the inertia management of the Ministry of Sports and Youth and the research model had a perfect fit. Also, based on the results, experience inertia, practical inertia, insight inertia, psychological inertia and learning inertia were the most important components affecting inertia management.
Conclusion: It can be said that by using psychologists who are experts in increasing the motivation of employees, motivational drivers to create change and the self-confidence of managers to create change helped the inertia management of the Ministry of Sports and Youth.

کلیدواژه‌ها [English]

  • organizational change
  • psychological
  • inertia management
  • Ministry of Sports and Youth

مراجع

  1. Aghazadeh, F. (2022). Investigating the impact of employees' job stagnation on organizational inertia in Marand education and training. New Achievements in Humanities Studies, 5(51), 168-180. (Persian)
  2. Aghdasi, M.T., & Behzadnia, B. (2016). Predicting Psychological needs and well-being of athlete students: The role of coaches. Sport Psychology Studies, 5(16), 1-18. (Persian)
  3. Al-Dhafri, H. S., & Bin Yusoff, R. Z. (2013). The effect of total quality management, enterprise resource planning and the entrepreneurial orientation on the organizational performance: The mediating role of the organizational excellence, A proposed research framework. International Journal of Business Administrati 4(1), 231-240.
  4. Bayati, B., Soleimani, M., & Ahmadi, S. (2018). The effect of organizational inertia on organizational hypocrisy with the mediation of underwork and social burnout of employees (case study: Tehran Municipal Sports Organization). Journal of Organizational Behavior Management Studies in Sports, 6(22), 85-99. (Persian)
  5. Bhatnagar, J. (2018). Measuring organizational learning capability in Indian managers and establishing firm performance linkage. The Learning Organization, 13(5), 416-433.
  6. Chaharmahalizadeh, N. (2021). Investigating the effect of organizational inertia on organizational agility. New Research Approaches in Management and Accounting, 5(82), 135-153. (Persian)
  7. Ebrahimi, S. A. (2014). An introduction to organizational inertia and factors affecting it in Iran's public sector organizations. Government Organizations Management Quarterly, 4(13), 101-120. (Persian)
  8. Ercis, S. (2018). Prediction of elite male trampolines' performance based on the selected psychological capabilities. Journal of Education and Training Studies, 6, 19-24
  9. Farid Fathi, A. (2020). The relationship between organizational inertia and the annual performance of buckman shooting squads. Paper presented at the Fifth National Conference of the Scientific Association of Sports Management of Iran, Tehran. (Persian)
  10. Faridi Zangir, A., Moharramzadeh, M., & Imanzadeh, M. (2020). Designing an organizational inertia model based on employee empowerment in the general administrations of sports and youth in the northwest of the country. Organizational Behavior Management Studies in Sports, 7(25), 53-64. (Persian)
  11. Gholami, S., Noorbakhsh, M., Noorbakhsh, P., & Kohandel, M. (2020). Organizational inertia model design in sports federations of the country. Organizational Behavior Management Studies in Sports, 7(26), 92-106. (Persian)
  12. Gao, K., Yang, Y., Sun, L., & Qu, Z. (2020). Revealing psychological inertia in mode shift behavior and its quantitative influences on commuting trips. Psychology and Behaviour, 71, 272-287.
  13. Hung, D.F. (2015). Sustained competitive advantage and organizational inertia: the cost perspective of knowledge management. Journal of the Knowledge Economy, 6(4), 769-789 .
  14. Ja‘fari, S. M. B., Mohammadi, Z., & Mirzaei, A. (2017). The effect of organizational inertia on innovation and innovation on performance. Technology Development Management Quarterly, 6(4), 175-153. (Persian)
  15. Just, D. R., & Gabrielyan, G. (2018) Influencing the food choices of SNAP consumers: Lessons from economics psychology and marketing. Food Policy, 79, 309-317
  16. Javadi, S. M., AloWdari, H., Amirkhani, A., & Jamshidi, A. (2016). presentation of organizational inertia management model in North Khorasan University of Medical Sciences. Scientific-Research Quarterly of Government Organizations, 5(4), 39-48. (Persian)
  17. Mo‘meni, K., Enayati, T., & Niazazri, K. (2018) Organizational inertia is an obstacle in the direction of efficient transformation in the health system. Journal of Clinical Excellence, 9(1), 16-24. (Persian)
  18. Parsa, B., Fatehpour, M., & Aghagoli, M. (2019). The relationship between teamwork and organizational agility in the nurses of Shahid Chamran Saveh Hospital. Avicenna Journal of Nursing and Midwifery Care, 28(1), 20-26. (Persian)
  19. Rezaei, Sh. (2018). Fundamentals of sports organizations management. Ilam :Ilam University Publications. (Persian)
  20. Seyyed Naqvi, M., Pourbehrouzan, A., & Ghorban Alizadeh, R. (2021) Organizational inertia as an obstacle to change, the application of data base theorizing strategy in understanding organizational inertia. Organizational Culture Management, 19(2), 251-280. (Persian)
  21. Shukla, A. (2018). Employee empowerment leading to flexible role orientation: A disposition-based contingency framework. Journal of Management Review, 30(5), 330-342.
  22. Sillic, M. (2019). Individual inertia in explaining non-compliant security behavior in the Shadow IT Context. Journal of Computers & Security, 80(5), 108-119.
  23. Tamartash, A. A., Saberi, A., & Khosravi, A. (2022) Investigating the impact of organizational inertia on organizational laziness and organizational anomie in Tehran University. Organizational Culture Management, 19(4), 630-609. (Persian)

 

 

  1. Teofilus, T., Ardyan, E., Timotius F., & Sutanto, V. (2022) Managing organizational inertia: Indonesian family business perspective. Organizational Psychology, 13, 839266.
  2. Valian, H., Koshki, A., & Oroi, M. (2018). Designing inertial model of human resources empowerment of Golestan Province Road and Urban Development Department. Scientific Journal of Human Resource Management Research, 11(4), 39-84. (Persian)
  3. Yadav, M., & Rangnekar, S. (2015). Supervisory support and organizational citizenship behavior: Mediating role of participation in decision making and job satisfaction. Evidence-Based HRM: A Global Forum for Empirical Scholarship, 3(3), 258-278.
  4. - Zhen J., Cao C., Qiu H., & Xie Z. (2021). Impact of organizational inertia on organizational agility: the role of IT ambidexterity. Information Technology Management, 22, 53–65.

 

 

 

 

مطالعات روان‌شناسی ورزشی
دوره 12، شماره 45
مهر 1402
صفحه 141-156

فایل ها

سابقه مقاله

  • تاریخ دریافت: 16 اردیبهشت 1402
  • تاریخ بازنگری: 16 مهر 1402
  • تاریخ پذیرش: 17 آذر 1402

هم رسانی

ارجاع به این مقاله

آمار