آقازاده, علی, امیرحسینی, سید احسان, نوذری, ولی. (1402). ارائه الگوی عوامل ایجادکننده آنومی سازمانی منطبق با متغیرهای روانشناختی در ورزش: مطالعه ادارات کل ورزش و جوانان ایران. , 15(2), 137-156. doi: 10.48308/mbsp.2022.226501.1103
علی آقازاده; سید احسان امیرحسینی; ولی نوذری. "ارائه الگوی عوامل ایجادکننده آنومی سازمانی منطبق با متغیرهای روانشناختی در ورزش: مطالعه ادارات کل ورزش و جوانان ایران". , 15, 2, 1402, 137-156. doi: 10.48308/mbsp.2022.226501.1103
آقازاده, علی, امیرحسینی, سید احسان, نوذری, ولی. (1402). 'ارائه الگوی عوامل ایجادکننده آنومی سازمانی منطبق با متغیرهای روانشناختی در ورزش: مطالعه ادارات کل ورزش و جوانان ایران', , 15(2), pp. 137-156. doi: 10.48308/mbsp.2022.226501.1103
آقازاده, علی, امیرحسینی, سید احسان, نوذری, ولی. ارائه الگوی عوامل ایجادکننده آنومی سازمانی منطبق با متغیرهای روانشناختی در ورزش: مطالعه ادارات کل ورزش و جوانان ایران. , 1402; 15(2): 137-156. doi: 10.48308/mbsp.2022.226501.1103
ارائه الگوی عوامل ایجادکننده آنومی سازمانی منطبق با متغیرهای روانشناختی در ورزش: مطالعه ادارات کل ورزش و جوانان ایران
1گروه علوم ورزشی، واحد یاسوج، دانشگاه آزاد اسلامی، یاسوج، ایران
2گروه علوم ورزشی، واحد ارسنجان، دانشگاه آزاد اسلامی، ارسنجان، ایران
چکیده
هدف: این پژوهش باهدف ارائه الگوی عوامل ایجادکننده آنومی سازمانی در ادارات کل ورزش و جوانان ایران با تأکید بر متغیرهای روانشناختی انجام شد. روش ها: روش پژوهش ازنظر هدف، تحقیق و توسعهای؛ و با توجه به نوع داده، ترکیبی از نوع اکتشافی بود. در بخش کیفی کلیهی صاحبنظران و خبرگان دانشگاهی بودندکه با روش نمونهگیری هدفمند و اصل اشباع نظری 15 نفر انتخاب شدند. در بخش کمی جامعه آماری شامل کلیه مدیران وکارکنان ادارت ورزش و جوانان حدود 2200 نفر بودند که تعداد 328 نفر انتخاب شدند. تجزیهوتحلیل دادهها در مرحله کیفی بااستفاده از تحلیل محتوا و فرآیند کدگذاری صورت گرفت و در مرحله کمی نیز تجزیهوتحلیل دادهها در دو قسمت آمار توصیفی و آماراستنباطی انجام شد. نتایج: در نهایت تعداد 187 کد باز اولیه (اصلی)، تعداد 43 کدمحوری و تعداد6 کد هسته ای شناسایی شد.نتایج بخش کیفی در عوامل محتوایی 33 کد اصلی و شش کد محوری، عوامل علی نهادی 28 کد اصلی و هشت کد محوری، عامل علی مدیریتی 50 کد اصلی و هشت کد محوری، عوامل زمینه ای 40 کداصلی و هشت کدمحوری، عوامل روانشناختی توسط 13 کداصلی و پنج کدمحوری و عوامل آنومی سازمانی 23 کد اصلی و هشت کدمحوری شناسایی شد. اثر عوامل روانشناختی بر آنومی سازمانی معنی داری بود (67/0= β، 001/0=p). نتیجه گیری: عوامل روانشناختی مهمترین عوامل موثر بر آنومی سازمانی در ادارت ورزش و جوانان هستند که نیاز است این متغیرها تعدیل ومورد بررسی قرارگیرند. به نظر می رسد باتعدیل متغیرهای روانشناختی می توان بخش اعظمی ازآنومی سازمانی را کنترل نمود.
Presenting a model of factors causing organizational anomie in accordance with psychological variables in sports: A study of General departments of sports and youth in Iran
نویسندگان [English]
Ali Aghazadeh1؛ Seyed Ehsan Amirhosseini1؛ vali Nozari2
1Department of Sports science, Yasuj Branch, Islamic Azad University, Yasuj, Iran
2Department of Sports science, Arsanjan Branch, Islamic Azad University, Arsanjan, Iran
چکیده [English]
Purpose: This study was conducted to present a model of the factors causing organizational anomie in the General Departments of Sports and Youth of Iran, with emphasis on psychological variables. Methods: The research utilized a combination of qualitative and quantitative methods. The participants in the qualitative section were experts and university professors, selected through purposive sampling, totaling 15 individuals. In the quantitative part, the statistical population consisted of all managers and employees of the Department of Sports and Youth of Iran, approximately 2200 people, with a sample size of 328 individuals selected using the available sampling method. Qualitative data analysis was performed using content analysis and coding process. Results: The qualitative analysis identified 33 main codes and six central codes for content factors, 28 main codes and eight central codes for causal institutional factors, 50 main codes and eight central codes for causal managerial factors, 40 main codes and eight central codes for contextual factors, 13 main codes and five central codes for psychological factors, and 23 main codes and eight central codes for organizational anomie factors. The impact of psychological factors on organizational anomie was found to be significant. However, the pattern fit indices (χ2/df = 12.45, GFI = 0.59, CFI = 0.59, IFI = 0.60, NFI = 0.57, and RMSEA = 0.18) were not acceptable and did not support the final research model. Conclusion: Psychological factors were found to be the most important factors influencing organizational anomie in the Department of Sports and Youth. These variables need to be examined and adjusted. It is suggested that by modifying psychological variables, a significant portion of organizational anomie can be controlled.
کلیدواژهها [English]
organizational anomie, Psychological, sports and youth departments
مراجع
Tanrizi M, Moeidefar A, Golabi S. Examining social trust with a generational view of society. Applied Sociology. 2011;22(1):41–70. In Persian 20.1001.1.26767368.2023.5.17.3.7
Lopes A, Frade IC, Teixeira L, Almeida M, Dias L, Henriques AC. Quality of Life Assessment in a Living Donor Kidney Transplantation Program: Evaluation of Recipients and Donors. Transplantation Proceedings. 2013;45(3):1106–9. http://dx.doi.org/10.1016/j.transproceed.2013.02.100
Downes D, Rock P, Eugene M. Anomie and Strain Theory. Low Trove. 2016;89.
Hövermann A, Messner SF. Institutional Imbalance, Marketized Mentality, and the Justification of Instrumental Offenses: A Cross-National Application of Institutional Anomie Theory. Justice Quarterly. 2019; 38(3):406–32. https://doi.org/10.1080/07418825.2019.1590621
Nayebi H, Moeidfar S, Serajzadeh H, Faizi I. Anomie Theory of Durkheim and Merton, imilarities, Differences and Methods of Measurement. Social Welfare Quarterly. 2917;17(66):9–52. In Persian
Fandiño A, Marcos AdS, Formiga NS MR. Organizational Anomie, Professional Self-Concept and Organizational Support Perception: Theoretical Model Evidences for Management. International Journal of Business and Social Science. 2015;6(1):1–10.
Teymoori A. The Psychology of Anomie. PhD Thesis, School of Psychology, The University of Queensland; 2016. In Persian
Nilton F, Luis F; de Oliveira F, Antônio MF. Emperical Evidence of an Organizational Anomei the mesure in Brazilian Workers,. REVISTA DE PSICOLOGIA Vol 18 N°1 Enero-Julio 2016 ISSN 1990-6757 Impreso, 2411-0167 En Linea Trujillo - PERÚ. 2016; http://dx.doi.org/10.18050/revpsi.v18n1a4.2016
Tayo GS. A Study of Organizational Anomei in the Academic Settings. Submitted to the Ph.D. in Leadership and Change Program of Antioch University in partial fulfillment of the requirements for the degree of Doctor of Philosophy. 2013.
Salimi M. Providing a model for the development of professional ethics in sports organizations. Quarterly Journal of Ethics in Science and Technology. 2018;12(1):1-13. In Persian
Shiri A, Yassini A, Hosseini AS. Investigating the effect of organizational culture on hypocrisy in the organization with the mediating role of spreading rumors in the layers of the organization. Quarterly Journal of Management of Government Organizations. 2019;7(4):214-243. In Persian 20.1001.1.23221518.1397.7.4.9.9
Ramezani F, Modi D, Keshtidar M. The Relationship between Anomie, Organizational Trauma and Professional Commitment in Physical Education Faculty Members of Farhangian University. Journal of Sports Science. 2020;11(35):59-72. In Persian
Mousavi S, Shariatnejad A, Arefnejad M. Identifying and prioritizing the factors causing organizational anomie using fuzzy Delphi technique. Quarterly Journal of Economic Management and Accounting. 2014;4:115-130. In Persian 20.1001.1.2322522.1395.4.0.7.2
Gul Z. Impact of employee commitment on organizational development. FWU Journal of Social Sciences. 2015;9(2):117–24.
Rahman Seresht M, Mazloumi N, Sefidchian. Organizational anomie (dimensions of the concept of stimulus and consequences). Published by Marandiz. Mashhad, Iran. 2018. In Persian
Tsahuridu E. Editor an exploration of factors affecting anomia at work. In: 6th Critical Management Studies Conference; University of Warwick, UK. 2009. 10.1007/s10551-010-0655-2
Johnson P, Duberley J. Anomie and culture management: reappraising Durkheim Organization. Journals Permissions. 2010;18(4):563–84. https://doi.org/10.1177/1350508410392435
Sefidchian S, Mazloumi N, Salehi Sedghiani J. A Model of Organizational Anomie and Its Factors. Organizational Behavior Studies. 2018;6(4):107-130. In Persian.
Kawthari M. Social Anomie Designs, First Edition. Salman Publishing, Tehran. 2007. In Persian
Elmore TM. The development of a scale to measure psychological anomie and its implications for counseling psychology. In: Proceedings of the Annual Convention of the American Psychological Association, . 1965, 359–360. http://dx.doi.org/10.1037/e469432008-179
McSweeney M. Returning the social to social entrepreneurship: Future possibilities of critically exploring sport for development and peace and social entrepreneurship. International Review for the Sociology of Sport. 2020;55(1):3–21. http://dx.doi.org/10.1177/1012690218784295
Sypniewska B. Work Anomie in an Organization. International Journal of Contemporary Management. 2017;16(2).
Abrutyn S. Toward a general theory of anomie, the social psychology of disintegration. European Journal of Sociology/Archives Européennes de Sociologie. 2019;60(1):109–36.
Hovden J. Assessing the sociology of sport: On sport organizations and neoliberal discourses. International Review for the Sociology of Sport. 2015;50(4–5):472–6. http://dx.doi.org/10.1177/1012690214566645
Mansfield PM. Anomie and disaster in corporate culture: the impact of mergers and acquisitions on the ethical climate of market organizations. Marketing Management Journal. 2004;14(2):88–97.
Heydari A, Davoudi I, Teymoori A. Revising the assessment of feeling of anomie: Presenting a multidimensional scale. Procedia- Social and Behavioral Sciences. 2011;30:1086–90. http://dx.doi.org/10.1016/j.sbspro.2011.10.212
Javadi H, Elmi M, Sabbagh S. Investigating social effective factors in the feeling of social anomie among students of Tabriz Azad University. Sociological Studies. 2013;5(14):29-45. In Persian.
Schwery R, Cade D. Sport as a social laboratory to cure anomie and prevent violence. European Sport Management Quarterly. 2009;9(4):375–87. http://dx.doi.org/10.1080/16184740903331895
Johnson, B., & Onwuegbuzie A. Mixed Methods research: A research paradigm whose time has come. Journal of Educational Researcher. 2004;33(7):1426. http://dx.doi.org/10.3102/0013189x033007014
Bayegan S, Qalavandi H. Structural model of the effect of work communication culture based on moral values and participatory work culture on job performance and social anomie with mediating role of social capital and organizational social accountability among faculty members of. Urmia University; 2020.
Mazloumi N, Sefidchian S. Investigating the role of change capacity in the formation of organizational anomie with a qualitative approach. Organizational Behavior Studies. 2016;4(2):1-26. In Persian
