year 8, Issue 3 (Autumn 2020)
Ann Appl Sport Sci 2020, 8(3): 0-0 |
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Afkhami P, Sepasi H, Nourbakhsh P. Designing a Model for Swimming Coaches' Job Retention based on Talent Management and Quality of Working Life. Ann Appl Sport Sci 2020; 8 (3)
URL: http://aassjournal.com/article-1-793-en.html
URL: http://aassjournal.com/article-1-793-en.html
1- Department of Sports Management, Faculty of Sports Science, Karaj Branch, Islamic Azad University, Karaj, Iran
2- Department of Sports Management, Faculty of Sports Science, Karaj Branch, Islamic Azad University, Karaj, Iran ,hosseinsepasi@yahoo.com
2- Department of Sports Management, Faculty of Sports Science, Karaj Branch, Islamic Azad University, Karaj, Iran ,
Abstract: (4317 Views)
Background. Organizations are always trying to retain and empower their talented employees so that they can perform well. However, they are still afraid of losing their human capital.
Objectives. The purpose of this study was to design a job retention model for swimming coaches based on talent management and the quality of working life.
Methods. It was an applied descriptive-survey study. The statistical population included the swimming coaches of East Azarbaijan province (773 persons). According to the Cochran formula, 285 people were selected by a stratified proportional random sampling method. Data collection tools included Katajar Employees' Talent Management Questionnaire (2012), Stephen, et al.'s (2015) Quality of Working Life Questionnaire and a Researcher-made Job Retention Questionnaire.
Results. The results showed the direct and significant effect of talent management and quality of working life on job retention. The mediator role of quality of working life also had a mediating effect on the relationship between talent management and job retention. Finally, the proposed model has a good fit.
Conclusion. Since talent management system plays an essential role in enhancing the quality of working life and job retention of swimming coaches, managers and officials of swimming federation need to do careful planning to improve the talent management system.
Objectives. The purpose of this study was to design a job retention model for swimming coaches based on talent management and the quality of working life.
Methods. It was an applied descriptive-survey study. The statistical population included the swimming coaches of East Azarbaijan province (773 persons). According to the Cochran formula, 285 people were selected by a stratified proportional random sampling method. Data collection tools included Katajar Employees' Talent Management Questionnaire (2012), Stephen, et al.'s (2015) Quality of Working Life Questionnaire and a Researcher-made Job Retention Questionnaire.
Results. The results showed the direct and significant effect of talent management and quality of working life on job retention. The mediator role of quality of working life also had a mediating effect on the relationship between talent management and job retention. Finally, the proposed model has a good fit.
Conclusion. Since talent management system plays an essential role in enhancing the quality of working life and job retention of swimming coaches, managers and officials of swimming federation need to do careful planning to improve the talent management system.
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APPLICABLE REMARKS
APPLICABLE REMARKS
- According to the results, talent management has a direct and indirect effect on job retention of swimming coaches. Therefore, it is recommended that Downloaded from aassjournal.com at 6:01 +0330 on Saturday, March 14th, 2020 8 Designing Job Retention Model among Swimming Coaches managers and officials of the Swimming Federation increase job retention by providing appropriate areas of dynamics, growth, recognition, and promotion among coaches.
- The results showed that the quality of working life has a positive effect on job retention of swimming coaches. Therefore, managers can enhance the quality of working experience and subsequently the job retention of coaches by closing appropriate contracts, involving coaches in decision making and communication, giving feedback on coach performance and respectful behavior.
- According to the results, seventy-three percent of swimming coaches are in the capital of the province. However, the north and south of the area have a small share of swimming coaches. Therefore, to decentralize, it is suggested that more coaching classes be held in the north and south of the province to develop swimming coaches’ abilities.
- According to the results, most swimming coaches have a degree in coaching. Therefore, it is suggested that second, first, international, and school coaching classes be held in the province.
Type of Study: Original Article |
Subject:
Sport Management and its related branches
Received: 2019/09/1 | Accepted: 2019/11/6
Received: 2019/09/1 | Accepted: 2019/11/6
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