The relationship between empowerment and quality of work life with productivity among employees of sports and youth departments in Fars province

Dissertation for M.A.

Inclination: Sports Management

Abstract

    Objective: Investigating the relationship between empowerment and quality of work life with human resource productivity of sports and youth departments in Fars province. Method: The research method was descriptive and correlational. The statistical population was all the employees of the Department of Sports and Youth of Fars province. According to the Morgan table, 143 people were selected as a statistical sample. To collect data, the standard questionnaires of resident productivity (1388) and empowerment and quality of working life of resident (1390) were used, and Pearson correlation was used to analyze the data. Findings: The research results showed that there is no significant relationship between empowerment and quality of work life and age with productivity. The general conclusion of this research is that due to the absence of a significant relationship between empowerment and the quality of work life with the productivity of the employees of sports and youth departments in Fars province, the appropriate platform for creating productivity in these departments has not been properly provided and it is likely that other factors have been involved in this field.

Keywords: Empowerment, quality of working life, productivity of human resources. Chapter 1: Introduction and introduction of research 1-1. Introduction

Undoubtedly, in order to have a dynamic and developed future and economic standing in today's highly competitive world, we need to increase productivity[1] and make maximum use of minimal facilities. In this way, most developing countries have a special attitude towards productivity in order to spread culture and have made significant investments in generalizing the use of techniques and methods to improve it (Pourafkari and Ghanbari, 2013). In the current conditions of the world, productivity can be considered as one of the major concerns of political, economic and cultural groups. Theoretically, productivity is a phenomenon based on which people get the highest utility and the best result by intelligently using the available resources. Currently, limited, vulnerable and irreplaceable material and human resources have caused a large amount of research in the field of productivity. Considering the increasing competition in the global economy and the increasing lack of resources, improving the productivity of human societies in all aspects of life is considered a necessity. Managers should make decisions about short-term and long-term productivity in order not to face problems caused by lack of productivity growth (Hosseini et al., 2019). Today, the growth and development of human resources and increasing the skills, creativity and knowledge of the workforce at all levels of the organization is a strategic priority for managers. In other words, the most stable competitive advantage is having valuable human resources (Hatami and Dastar, 2019).  Undoubtedly, the productivity process of human resources is not affected by certain factors and is the result of the evolution and combination of various factors. The productivity of human resources is an important factor in the success of the organization, which is one of the influencing factors on productivity, empowerment[2]. Empowering human resources as a new approach to internal job motivation means freeing the internal forces of employees as well as providing platforms and creating opportunities for the flourishing of people's talents, abilities and competencies. In addition, it makes employees have a positive attitude towards their job and organization. Empowerment begins with a change in the beliefs, thoughts and attitudes of employees, which means that they must believe that they have the necessary ability and competence to perform tasks successfully and feel that they have the ability to influence and control job results; To feel that they are pursuing meaningful and valuable career goals and to believe that they will be treated honestly and fairly (Biginia et al., 2019). Empowering employees is one of the effective tools for increasing employee productivity and optimal use of their individual and group capacities and abilities in line with organizational goals. Today, in the era of competition, successful organizations operate that take advantage of all their human capacity, empowering employees leads to the emergence of talents and potential capacities of employees.The management should try to maintain the performance quality of its employees at the desired level by providing executive strategies. This means that the principles of any program based on empowerment can lead to productivity and bring more production, more suitable services, attracting customers and ultimately gaining a greater share of domestic and foreign markets, and it leads to the improvement of the performance and vision of Kifingeri in the organization (Hosseinpour et al., 2013).

Identifying factors and variables related to productivity can help managers in increasing the productivity of the organization. Some findings show that one of the possible factors to improve productivity is the quality of work life [3]. Brian Blue and Norman H. Godwin [4] (2007) in an article titled "Quality of Work Life" have expressed their opinion as follows: one of the most important issues that must be considered is what we call the quality of work life. But what should be considered today is the quality of the individual work life of the employees within the organization, in fact, attention is paid to the factors that affect the quality and how the time of the person's presence in the organization is spent. These factors are: salary and benefits, facilities, development of talents, interaction, balance between work and life, and the like (Nosratpanah et al., 2013). The quality of work life is one of the organizational improvement techniques and American and European managers (1980) considered the quality of work life as a means to open the difficulties and blind spots of low productivity of their units and employees (Salamzadeh et al., 1387).

Therefore, according to the discussed issues, we want to investigate among the employees of sports and youth departments in Fars province, what is the relationship between empowerment and the quality of work life of employees with employee productivity. will have?

1-2. Statement of the problem

     The role and importance of human resources is not hidden from anyone. Among the factors of production (land, human power, technology and capital), human power is the most valuable, scarce and rare factor. Failure to pay attention to the productivity of human power and only paying attention to other factors not only reduces efficiency and effectiveness in the organization, but also increases waste and accidents and creates dissatisfaction in the human force (Sahay, 2005), which unlike other human resources is known as intelligent and coordinating other factors. It has special features and special attention should be paid to it. In today's highly competitive world, productivity as a philosophy and perspective based on improvement strategy is the most important goal of any organization and can include the activities of all sectors of society like chains. This has caused the productivity and correct use of the total production factors (both goods and services) to become a national priority in all countries, and also societies have come to believe that the continuation of the life of any society is not possible without paying attention to the issue of productivity (Allahwardi et al., 2019). The concept of productivity, which has been seriously planned for more than a century, is growing and expanding due to its ever-increasing applications in all aspects of human life. Productivity is a measure that can be used to continuously improve existing conditions. Productivity is a realistic attitude to work, life and culture in which a person intelligently matches his activities with values ??and realities in order to achieve the best results for material and spiritual goals (Kargar et al., 2013). Altin [5] (2005) believes that the measure of productivity in the service sector depends more on the human factor (workforce) than on technology and other factors. It depends on the factors that affect it. One of the most important challenges of managers in the organization is the lack of sufficient use of intellectual resources, mental power and potential human capacities. In most organizations, employees' abilities are not used optimally and managers are not able to use their potential capacity, in other words, people have the ability to show more creativity and initiative in the organizational environment, but for some reasons, the capabilities are not used efficiently (Biginia et al., 2019).