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  3. Examining the job characteristics of the employees of the general departments of youth sports in Kohgiluyeh and Boyer Ahmed provinces based on the JCM model

Examining the job characteristics of the employees of the general departments of youth sports in Kohgiluyeh and Boyer Ahmed provinces based on the JCM model

Number of pages: 90 File Format: word File Code: 31690
Year: Not Specified University Degree: Master's degree Category: Management
Tags/Keywords: JCM model - job - Job characteristics - Leadership styles - Manpower productivity - organizational behavior - Productivity - work motivation
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  • Summary of Examining the job characteristics of the employees of the general departments of youth sports in Kohgiluyeh and Boyer Ahmed provinces based on the JCM model

    Sports Management

    Master

    Abstract:

    job characteristics, through job redesign, affect the job motivation of employees, which in turn improves the job performance of employees. Considering the role and importance of job characteristics in the development of the best possible job design in the general sports and youth departments, the aim of this research was to investigate the job characteristics of the employees of the general sports and youth departments of Kohgiluyeh and Bayur Ahmad provinces. The statistical population of the research included all the experts of the General Departments of Sports and Youth of Gahkiluye and Boyer Ahmad provinces, and due to the limited population, all of them were selected as a sample N=n=112. The questionnaire for measuring the capabilities of job characteristics, which was prepared and compiled by Hockman and Oldham in (1979), and its validity was confirmed by Dehghan in 2013, was used. Its reliability was also found to be 0.87 in the present research.

    Findings: According to the results, all factors of job characteristics were of acceptable importance according to experts, and among these factors, feedback, importance, task identity, independence, and task variety were in priority order of importance. Also, there is no significant difference between the job characteristics based on the level of education among the employees of the General Department of Sports of the province, but there is a significant difference between the group with work experience of 8-14 years, 15-21 years, and 21 years and above.

    Discussion and conclusion: using experts in different departments of the department, while making the work environment flexible, providing an environment where people feel more commitment and adherence to the organization, providing many opportunities for growth and Progress, promotion of independence and freedom of action, achieving high work motivation will lead to the achievement of an exciting, expressive and diverse career.

    Key words:

    Organizational behavior, job characteristics, task and general administration of sports and youth, JCM model.

    Chapter One

    Introduction

    1.1 Introduction

    In today's business environment, the changes It happens quickly. Organizations in the field of competition in the global business environment are required to respond positively to continuous changes or perish. The business world is changing from the dominance of capital to the supremacy of knowledge. In order to be superior to other organizations, an organization must develop human resources and increase the amount of information and knowledge available. According to the extent of their knowledge, employees are very valuable resources for organizations that must be managed and developed. Therefore, human resources have been given attention in the last few years because this issue is a dynamic process that enables the organization to quickly adapt to changes. This process includes the production of new knowledge, skills and behavior. Today, the old methods of managing organizations are not responsive to the rapid changes in the surrounding environment. The field of management around the world has witnessed wide-ranging and fundamental changes and has come out of the traditional way and transformed and has involved all members of the organization in current affairs. This change has caused new forms of organization such as virtual organization, specialized organization, horizontal organization and so on. to arise By examining the history of the emergence of large companies and organizations in the past decades, we find that these companies and organizations no longer have the necessary efficiency in the competitive arena due to their incompatibility with the trends of social and global developments, just like dinosaurs who lost compatibility with the environment and were doomed. Because large organizations with traditional structures do not have the necessary strength and flexibility to align with the surrounding changes caused by the globalization of the economy and the resulting complications, and in order to survive, they are forced to change their structure or equip themselves with tools to be able to deal with global developments (Rajbebigi, 2012).

    In this regard, several theories based on job characteristics have been proposed by experts, many of which have common concepts. For example, Herzberg's two-factor theory based on motivating and maintaining needs and McClelland's needs theory, which is based on the need for success, the need for power, and the need for belonging, are considered part of the theories of job characteristics; Because Herzberg believed that if the type of job leads to people's success, responsibility and position, the level of job satisfaction of employees will increase, and also McClelland believed that if people achieve a great position, their performance will be very good and their responsibility will increase (Syed Javadin, 2007). The job design method can be done in such a way that the employees feel satisfied with their jobs (Syed Javadin, 2017). Researchers showed that job characteristics, through job redesign, affect employees' job motivation, which in turn improves employees' job performance (Cheng Chen and Fan Chiu [1], 2009).

    Since sports in our country are evolving and developing, job characteristics can provide suitable grounds for creative activities alongside sports. Therefore, since physical education and sports, as a broad field in society, has many fields of employment in its heart, considering the role and importance of job characteristics in the development of job design in the general sports and youth departments, it is tried to take a step in this direction by examining the position of job characteristics. skilled and qualified manpower and interested and motivated employees are considered the main capital of the organization. The new management point of view is that even if the organization has material capacities and many hardware facilities, if it does not benefit from suitable and useful manpower, it will not have the necessary ability to produce and provide services at a level that can compete with successful organizations. The factors of job characteristics are the set of characteristics and characteristics that employees have in a job (Mir Sepasi, 2010). In other words, unifying the content of work (tasks, relationships, behaviors and functions, responsibilities) and the quality required to perform the work of each job in such a way that the needs of the employees are met. They work with higher motivation (Abbaspour, 2012). On the contrary, if employees do not have a correct and systematic definition of their job, dissatisfaction increases and creativity reaches the lowest possible level. So far, several theories based on job characteristics have been proposed by experts, many of which have common concepts. For example, Herzberg's two-factor theory based on motivating and maintaining needs and McClelland's needs theory, which is based on the need for success, the need for power, and the need for belonging, are considered part of the theories of job characteristics; Because Herzberg believed that if the type of job leads to people's success, responsibility and position, the level of job satisfaction of employees will increase, and McClelland also believed that if people achieve a great position, their performance will be very good and their responsibility will increase (Seyd Javadin, 2007). Challenges, work environment, salary, benefits, job security, feedback, interpersonal relationships, knowledge learned and opportunities for growth and promotion defined (Cheng Chen and Fan Chiu, 2009). The job design method can be done in such a way that the employees feel satisfied with their jobs (Syed Javadin, 2017).

  • Contents & References of Examining the job characteristics of the employees of the general departments of youth sports in Kohgiluyeh and Boyer Ahmed provinces based on the JCM model

    List:

    Chapter One: Introduction and introduction

    Introduction. 1

    Statement of the problem. 3

    The importance and necessity of research. 6

    Research objectives. 7

    General purpose. 7

    Specific objectives. 7

    Research limitations. 8

    a) approx. 8

    b) Limitation. 8

    Definition of research concepts and words. 9

    Chapter Two: Theoretical foundations and research background

    Theoretical infrastructure. 2

    Study and review job recognition. 2

    Job characteristics. 3

    Attribution theory to the needs of work 5

    Social information processing model: 7

    Hockman and Oldham theory. 8

    Job Characteristics Model (JCM) 11

    Components of job characteristics. 14

    A- Variety of skills 15

    B- Task identity. 15

    C- Importance of duty. 15

    D- Independence and freedom in action. 16

    e- Feedback. 16

    Research background. 18

    Conclusions from the conducted research: 23

     

    Chapter three: Research Methodology

    Research implementation method. 26

    Society and statistical sample and sampling method. 26

    Operational definitions of research variables. 26

    Data collection 28

    Validity and reliability of measurement tools (questionnaires) 28

    A) Formal and content validity of measurement tools: 28

    B) Reliability of measurement tools: 29

    Chapter four: Research findings

    Description of the individual characteristics of the research subjects. 32

    Description of the constructive dimensions of research variables. 38

    Checking the normality of the distribution of variables 45

    Inferential statistics. 46

    Chapter Five: Discussion and Conclusion

    Discussion and Conclusion. 58

    Approx. 66

    Limitation. 66

    Research proposals. 67

    Suggestions arising from research findings. 67

    Suggestions for future research. 68

    Resources. 70

     

     

    Source:

     

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Examining the job characteristics of the employees of the general departments of youth sports in Kohgiluyeh and Boyer Ahmed provinces based on the JCM model
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