شناسایی الگوی روابط علی عوامل مؤثر بر مدیریت استعداد نزد سازمان‌های ورزشی: با رویکرد پژوهش آمیخته
محورهای موضوعی : مدیریت دانش
احسان شاهقلی
1
(
دانشجوی دکتری رشته مدیریت ورزشی، دانشکده تربیت بدنی، دانشگاه آزاد اسلامی، واحد اصفهان (خوراسگان)، اصفهان، ایران
)
مهدی سلیمی
2
(
دانشیار مدیریت ورزشی، دانشکده علوم ورزشی، دانشگاه اصفهان، اصفهان، ایران
)
رسول نظری
3
(
دانشیار مدیریت ورزشی، دانشکده علوم ورزشی، واحد اصفهان(خوراسگان)، دانشگاه آزاد اسلامی، اصفهان، ایران.
)
کلید واژه: عوامل برون‌سازمانی, عوامل درون‌سازمانی, مدیریت منابع انسانی, مدیریت استعداد,
چکیده مقاله :
زمینه و هدف: هدف از این پژوهش شناسایی الگوی روابط علی عوامل مؤثر بر مدیریت استعداد نزد سازمان‌های ورزشی بود.روش‌ها: رویکرد این پژوهش آمیخته بود. مشارکت‌کنندگان این پژوهش را در بخش کیفی صاحب‌نظران و در بخش کمی کلیه کارکنان وزارت ورزش و جوانان بودند. در مطالعه کیفی روش نمونه‌گیری هدفمند از نوع گلوله‌برفی و در مطالعه کمی روش نمونه‌گیری خوشه‌ای تصادفی بود. تعداد افراد مشارکت‌کننده در مطالعه کیفی بر مبنای اشباع نظری 15 نفر و در مطالعه کمی حجم نمونه برابر با 250 نفر بود.. لازم به ذکر است این تحلیل با کمک نرم‌افزارهای، Maxqda نسخه 12، SPSS نسخه 23، Smart PLS نسخه 3، و ماکروی اکسل دیمتل انجام شد. یافته‌ها: براساس یافته‌های مطالعه کیفی، مدیریت استعداد در سازمان‌های ورزشی به عنوان یک نهاده تابع عوامل درون-سازمانی (چابکی استراتژیک، مدیریت تنوع، نوآوری همگرایانه، بلوغ انعطاف‌پذیری، هوش تجاری، مدیریت دانش الکترونیکی، یادگیری و آموزش آنلاین، تحول سازمانی، فضای متلاطم سازمان) و برون‌سازمانی (جهانی‌سازی، تحول دیجیتال، تحرک جهانی) است. همچنین میزان سازگاری الگوی نظری با الگوی تجربی نسبتاً سازگار است. نتیجه‌گیری: در نتیجه می‌توان اشاره به این داشت که بخش زیادی از راندمان مدیریت استعداد در سازمان‌های ورزشی متأثر از مدیریت تنوع است و توجه و تمرکز بر آن باعث کارایی سیستم مدیریت استعداد نزد سازمان‌های ورزشی می‌شود.
Background and purpose: The purpose of this research was to identify the pattern of causal relationships of factors affecting talent management in sports organizations.Methods: The approach of this research was mixed. The participants of this research were experts in the qualitative part and all employees of the Ministry of Sports and Youth in the quantitative part. In the qualitative study, the purposeful sampling method was snowball type, and in the quantitative study, the random cluster sampling method was used. The number of participants in the qualitative study based on theoretical saturation was 15, and in the quantitative study, the sample size was 250. It should be mentioned that this analysis was done with the help of software Maxqda version 12, SPSS version 23, Smart PLS version 3, and Excel macro of Demetal.Findings: Based on the findings of a qualitative study, talent management in sports organizations as an input depends on internal organizational factors (strategic agility, diversity management, convergent innovation, flexibility maturity, business intelligence, electronic knowledge management, online learning and training, organizational transformation, turbulent atmosphere of the organization) and extra-organizational (globalization, digital transformation, global mobility). Conclusion: As a result, it can be pointed out that a large part of the efficiency of talent management in sports organizations is affected by diversity management, and attention and focus on it makes the talent management system effective in sports organizations.
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- Aguinis, H., & Burgi-Tian, J. (2021). “Talent management challenges during COVID-19 and beyond: Performance management to the rescue”. BRQ Business Research Quarterly, 24(3), 233-240.
- Al-Dalahmeh, M., & Héder-Rima, M. (2021). “The effect of talent management practices on employee turnover intention in the Information and Communication Technologies (ICTs) sector: case of Jordan”. Problems and Perspectives in Management, 18(4), 59-73.
- Ali, A. A., & Jawad, A. B. (2022). “Talent management. World Economics and Finance” Bulletin, 8, 151-155.
- Anlesinya, A., & Amponsah-Tawiah, K. (2020). “Towards a responsible talent management model. European Journal of Training and Development”. 44(2/3), 279-303.
- Chen, S. Y., Lee, A. Y. P., & Ahlstrom, D. (2021). “Strategic talent management systems and employee behaviors: the mediating effect of calling”. Asia Pacific Journal of Human Resources, 59(1), 84-108.
- Davis, P. J., Frolova, Y., & Callahan, W. (2016). “Workplace diversity management in Australia”. Equality, Diversity and Inclusion: An International Journal. 35(2), 81–98.
- Dayeh, K., & Farmanesh, P. (2021). “The link between talent management, organizational commitment and turnover intention: A moderated mediation model”. Management Science Letters, 11(7), 2011-2020.
- Fardi Azar, A. Tabari, M., Iranzadeh, S., & Gholi Pourkanani, Y. (2022). “Value management: A new approach to talent management (Case study: National Iranian Gas Company)”. Petroleum business review. Accepted manuscript online.
- Farrer, J. (2004). “A practical approach to diversity”. Industrial and Commercial Training. 36(4), 175–177.
- Foster, C., & Harris, L. (2005). “Easy to say, difficult to do: diversity management in retail”. Human Resource Management Journal, 15(3), 4-17.
- Jafari, M, Shariat-nejad, A, Mousavi, S N., &Vali-nejad, R (2019). “Investigating the impact of future-oriented talent management on the success of the career path; Clarifying the Mediating Role of Prospective Career Path Behaviors (Study Case: Southern Oil and Gas Project Jobs)”, Farda Management, 19(63), 73-86.
- Haak-Saheem, W. (2020). “Talent management in Covid-19 crisis: how Dubai manages and sustains its global talent pool”. Asian Business & Management, 19, 298-301.
- Hashemi, S., A, Ghahraman Tabrizi, K, Sharifian, I. (2021). Investigating the effective factors on succession in the Ministry of Sports and Youth with the approach based on the competence of the youth", Contemporary Researches in Sports Management, 11 (22), 37-47.
- Kozlowski, S. W. J., & Ilgen, D. R. (2006). “Enhancing the effectiveness of work groups and teams”. Psychological Science in the Public Interest, 7, 77–124.
- Lawler, E. E. (2017). “Reinventing talent management: Principles and practices for the new world of work”. Berrett-Koehler Publishers.
- Lee, S. M., & Trimi, S. (2021). “Convergence innovation in the digital age and in the COVID-19 pandemic crisis”. Journal of Business Research, 123, 14-22.
- Li, J. Y., Sun, R., Tao, W., & Lee, Y. (2021). “Employee coping with organizational change in the face of a pandemic: The role of transparent internal communication”. Public Relations Review, 47(1), 1-11.
- Lotfi Yamchi, K., Kalate Safiri, M., & Hosseini, E. (2016), “Structural model of the effect of talent management on the productivity of human resources and innovation in sports organizations (case study: General Department of Sports and Youth of East Azarbaijan province)”, Human Resource Management in Sports, 5(1), 35-48.
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- Musakuro, R. N. (2022). “A framework development for talent management in the higher education sector”. SA Journal of Human Resource Management, 20(12), 1-15.
- Pagan-Castaño, E., Ballester-Miquel, J. C., Sánchez-García, J., & Guijarro-García, M. (2022). “What’s next in talent management?” Journal of Business Research, 141, 528-535.
- Renosori, P., Wijaya, B., & Rukmana, O. (2020). “Designing talent pool information systems at managerial level at PT. Pindad Enjiniring Indonesia”. In IOP Conference Series: Materials Science and Engineering. IOP Publishing, 830(4), 1-6.
- Setyawan, A. (2021). “The Effect of Knowledge Management and Talent Management on Organizational Performance with Organizational Culture as a Mediating Variable”. Manajemen Bisnis, 11(1), 1-11.
- Saeedi, E., Kohandel, M., Zarei, A., & Khodayari, A. (2019), “The effect of mental model on open innovation in the production sector of Iran's sports industry with the mediating role of talent management”, Contemporary Researches in Sports Management, 10(19), 155-167.
- Saati Zarei, A., Shabani-Bahar, G., & Soleimani, M. (2018), “Designing an integrated model of the empowerment process, talent management system and organizational intelligence capability using structural-interpretive modeling in the country's sports and youth administrations”. Sports Management Studies, 11(58), 219-242.
_||_- Abaker, M. O. S. M., Al-Titi, O. A. K., & Al-Nasr, N. S. (2019). “Organizational policies and diversity management in Saudi Arabia”. Employee Relations: The International Journal. 41(3), 454-474.
- Afrianto, W., & Indriati, F. (2022). “The Placement of Talent Management: Study on Manajemen Talenta Polri (MTP)”. Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences, 5(1). 7645-7655.
- Aguinis, H., & Burgi-Tian, J. (2021). “Talent management challenges during COVID-19 and beyond: Performance management to the rescue”. BRQ Business Research Quarterly, 24(3), 233-240.
- Aguinis, H., & Burgi-Tian, J. (2021). “Talent management challenges during COVID-19 and beyond: Performance management to the rescue”. BRQ Business Research Quarterly, 24(3), 233-240.
- Al-Dalahmeh, M., & Héder-Rima, M. (2021). “The effect of talent management practices on employee turnover intention in the Information and Communication Technologies (ICTs) sector: case of Jordan”. Problems and Perspectives in Management, 18(4), 59-73.
- Ali, A. A., & Jawad, A. B. (2022). “Talent management. World Economics and Finance” Bulletin, 8, 151-155.
- Anlesinya, A., & Amponsah-Tawiah, K. (2020). “Towards a responsible talent management model. European Journal of Training and Development”. 44(2/3), 279-303.
- Chen, S. Y., Lee, A. Y. P., & Ahlstrom, D. (2021). “Strategic talent management systems and employee behaviors: the mediating effect of calling”. Asia Pacific Journal of Human Resources, 59(1), 84-108.
- Davis, P. J., Frolova, Y., & Callahan, W. (2016). “Workplace diversity management in Australia”. Equality, Diversity and Inclusion: An International Journal. 35(2), 81–98.
- Dayeh, K., & Farmanesh, P. (2021). “The link between talent management, organizational commitment and turnover intention: A moderated mediation model”. Management Science Letters, 11(7), 2011-2020.
- Fardi Azar, A. Tabari, M., Iranzadeh, S., & Gholi Pourkanani, Y. (2022). “Value management: A new approach to talent management (Case study: National Iranian Gas Company)”. Petroleum business review. Accepted manuscript online.
- Farrer, J. (2004). “A practical approach to diversity”. Industrial and Commercial Training. 36(4), 175–177.
- Foster, C., & Harris, L. (2005). “Easy to say, difficult to do: diversity management in retail”. Human Resource Management Journal, 15(3), 4-17.
- Jafari, M, Shariat-nejad, A, Mousavi, S N., &Vali-nejad, R (2019). “Investigating the impact of future-oriented talent management on the success of the career path; Clarifying the Mediating Role of Prospective Career Path Behaviors (Study Case: Southern Oil and Gas Project Jobs)”, Farda Management, 19(63), 73-86.
- Haak-Saheem, W. (2020). “Talent management in Covid-19 crisis: how Dubai manages and sustains its global talent pool”. Asian Business & Management, 19, 298-301.
- Hashemi, S., A, Ghahraman Tabrizi, K, Sharifian, I. (2021). Investigating the effective factors on succession in the Ministry of Sports and Youth with the approach based on the competence of the youth", Contemporary Researches in Sports Management, 11 (22), 37-47.
- Kozlowski, S. W. J., & Ilgen, D. R. (2006). “Enhancing the effectiveness of work groups and teams”. Psychological Science in the Public Interest, 7, 77–124.
- Lawler, E. E. (2017). “Reinventing talent management: Principles and practices for the new world of work”. Berrett-Koehler Publishers.
- Lee, S. M., & Trimi, S. (2021). “Convergence innovation in the digital age and in the COVID-19 pandemic crisis”. Journal of Business Research, 123, 14-22.
- Li, J. Y., Sun, R., Tao, W., & Lee, Y. (2021). “Employee coping with organizational change in the face of a pandemic: The role of transparent internal communication”. Public Relations Review, 47(1), 1-11.
- Lotfi Yamchi, K., Kalate Safiri, M., & Hosseini, E. (2016), “Structural model of the effect of talent management on the productivity of human resources and innovation in sports organizations (case study: General Department of Sports and Youth of East Azarbaijan province)”, Human Resource Management in Sports, 5(1), 35-48.
- McDonnell, A., Collings, D. G., Mellahi, K., & Schuler, R. (2017). “Talent management: a systematic review and future prospects”. European Journal of International Management, 11(1), 86-128.
- Mitosis, K. D., Lamnisos, D., & Talias, M. A. (2021). “Talent management in healthcare: A systematic qualitative review”. Sustainability, 13(8), 1-20.
- Mujtaba, M., & Mubarik, M. S. (2021). “Talent management and organizational sustainability: role of sustainable behaviour”. International Journal of Organizational Analysis. 1-19.
- Musakuro, R. N. (2022). “A framework development for talent management in the higher education sector”. SA Journal of Human Resource Management, 20(12), 1-15.
- Pagan-Castaño, E., Ballester-Miquel, J. C., Sánchez-García, J., & Guijarro-García, M. (2022). “What’s next in talent management?” Journal of Business Research, 141, 528-535.
- Renosori, P., Wijaya, B., & Rukmana, O. (2020). “Designing talent pool information systems at managerial level at PT. Pindad Enjiniring Indonesia”. In IOP Conference Series: Materials Science and Engineering. IOP Publishing, 830(4), 1-6.
- Setyawan, A. (2021). “The Effect of Knowledge Management and Talent Management on Organizational Performance with Organizational Culture as a Mediating Variable”. Manajemen Bisnis, 11(1), 1-11.
- Saeedi, E., Kohandel, M., Zarei, A., & Khodayari, A. (2019), “The effect of mental model on open innovation in the production sector of Iran's sports industry with the mediating role of talent management”, Contemporary Researches in Sports Management, 10(19), 155-167.
- Saati Zarei, A., Shabani-Bahar, G., & Soleimani, M. (2018), “Designing an integrated model of the empowerment process, talent management system and organizational intelligence capability using structural-interpretive modeling in the country's sports and youth administrations”. Sports Management Studies, 11(58), 219-242.