Document Type : ORIGINAL RESEARCH ARTICLE

Authors

Department of sport management of Sport Management, Karaj Branch of Islamic Azad University, Karaj, Iran

Abstract

BACKGROUND AND OBJECTIVS: The theory of organizational trauma or organizational crisis, is one of the theories to deal with organizational unrest. Some of these crises show signs of a traumatic experience. If not properly managed, the experience of mass harm appears to disappear under the surface behind the mask of silence, leading to dysfunctional tissue behavior. The aim of the present study is to design an organizational trauma model for Sports Organization in the Municipality of Tehran.
MATERIALS AND METHODS: Survey methods are, mixed with exploratory approaches. Qualitative sampling were performed  using the view of 11 faculty / managers and statistical sampling in the snowball sampling method and  quantitative section, considering that  5 to 10 people are required for each item,  so 350 people were selected by stratified random sampling method. The means of collecting data for the qualitative part of the interview was semi-structured, in that the results of the interview were designed in the form of a questionnaire with three main components. Expert content validity and composition validity (exploratory and confirmatory factor analysis) and combined reliability indicators include Cronbach's alpha, divergence and convergence validity, and structural equation modeling, SPSS software Version 23 and LISREL version 8.54 were used.
FINDINGS: The results showed the final model in 3 factors: individual factors 26.268, structural and technological 21.517, environmental factors 15.228, which in total had 62.841% predictability. Also individual (T-Value = 11.70, β = 0.93), environmental (T-Value = 12.122, β = 0.92) and structural factors (T-Value = 9.91, = 0.76) b) had a significant effect on the concept of organizational trauma. In the goodness-of-fit test, a total of seven indicators of model fit were confirmed, so all three identified factors can be integrated into the structural model of the research.
CONCLUSION: The results presented in this paper insinuate that in-service training, salaries and benefits based on organizational position and years of service and taking into account various environmental factors can be fruitful in developing the proposed model.
 

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