Job Anchor Analysis of Official Iranian Football Agents Using Method PLS
Subject Areas : Sports Science and Healthy
Ali Fahimi Nezhad
1
,
Asadollah Amini Jahromi
2
,
Mostafa Tayebisani
3
,
Bagher Morsal
4
1 - Islamic Azad University, Sharood,, Iran
2 - Islamic Azad University, Semnan, Iran
3 - Islamic Azad University, Shahrood, Iran
4 - Islamic Azad University, Shahrood, Iran
Keywords: Key Words: Job Anchors, Job performance, , Football Agents , Shine Questionnaire, Patterson questionnaire,
Abstract :
The underlying philosophy of job anchors is to discover the latent abilities of people in career promotion, and the purpose of this research is to analyze the status of job anchors with the performance of official Iranian football agents with the help of the PLS method. The mentioned method is one of the new methods in the field of structural equation modeling, which considering that the sample size is sensitive in other statistical methods, this method is not sensitive to the sample size and can be used in the sample volume is less than the number of variables to estimate the model. The current research is a survey descriptive research and is applied in terms of purpose. The statistical population, all of whom were selected as a sample due to the limited population, were the official football agents of Iran, who responded to Schein's occupational anchors questionnaire (2006) in a targeted manner. The results of the research show that there is a significant difference at the 0.05 level between the job anchors of agents, and the adjusted coefficient of determination is 0.788, which indicates a good fit. The technical variable has a significant effect on job anchors at the 0.05 level. If the value of the variance inflation factor (VIF) is greater than 10, then there is collinearity in the model. Regarding the job anchors of security, challenge and creativity for agents, it is an expression of the value that football agents have for protecting their job security, doing valuable work in their profession and also removing obstacles. had existing the findings are similar to the findings of Bromly (2004). On the other hand, the highest averages in the career anchors of creativity, service and technical of agents show the value that agents have for service and also the desire to focus on the technical way of their job, which these findings It is also consistent with the findings of Chen Wen (2006) and Tan & Quek (2001). There was a significant relationship between the two anchors of challenge and creativity with performance. The results are not in line with the findings of Qalavandi et al.'s (2010) research, but they are in line with Choo Quek and Hoon Tan's (2001) research. Creative individuals are somewhat independent and have relatively good analytical and self-reliance skills, and ultimately, they all have the power and potential to influence others. It can be concluded that agents who are creative are more likely to bring out creative thoughts in players and coaches, which is also an important effect of agent performance, and this anchor has a direct impact on agent performance. Agents who have it are risk-takers who always find new and effective points in their jobs and therefore increase their positive performance. In explaining the pure challenge, it should also be said that society and individuals are always faced with new challenges. These special challenges may be due to specific environmental conditions or may be posed by players and coaches. An agent can overcome it by effectively overcoming the difficult issues and problems they face. Brokers who have this anchor will be able to do it easily.
1. Smith, Aaron C. T. (1392). Introduction to Sports Marketing. Commercial translation, Farshad. Yektayar, Muzaffar. Nozari, Rasool. Khodamradpour, Mojgan. Khatibzadeh, Mehdi. Majidi, Nima. Sanandaj: Islamic Azad University Publications, Sanandaj Branch. (Persian)
2. Amirtash, Ali Mohammad Muzaffari, Sayed Amirahmad. Mehri, Kazem. Janani, Hamid (2011). "Comparison of job anchors and organizational commitment between faculty members of physical education and non-physical education of Islamic Azad universities of Iran". Productivity management (beyond management). Volume 5 Number 17 pp. 111 - 130. (Persian)
3. Dilamghani, Saeed and Zakeri, Mohammad. (1395). "Determining the Relationship between Career Anchors and Organizational Trust of Employees (Case Study, Payame Noor Universities, South of West Azerbaijan Province)", Quarterly Journal of New Research in Management and Accounting, 3 (7). (Persian)
4. Shabani Moghaddam, Saturn. Yousefi, Bahram. (1393). The rights of sports agents. Tehran: Legal Studies and Research in the City of Knowledge. (Persian)
5. Arizi Samani, Hamidreza. Zakerfard, Monirosadat. Noori, Abu al-Qasim (1388). "The Relationship between Career Career and Job Authority and Organizational Commitment". Journal of Women's Studies, Year 7, (1): 71. (Persian)
6. Qalavandi, Hassan (1389). Analysis of Relationships between Quality of Work Life, Career Anchors and Organizational Performance Perspectives of Faculty Members of Tabriz, Urmia and Ardabil Universities. PhD Thesis, University of Isfahan, Faculty of Psychology and Educational Sciences. (Persian)
7. Qalavandi, Hassan Rajaeipour, Saeed. Mawlawi, Hussein Sharif, Sayed Mustafa. (1389). "Study of the relationship between quality of work life and career path anchors with organizational performance views of university faculty members". Journal of Psychology, University of Tabriz. Fifth year. No. 19. pp. 113-134. (Persian)
8. Shah Bandarzadeh, Hamid. Haji Hosseini, Chastity. (1390). "Study of employees' perceptions as the main assets of the organization and evaluation of their development path by their developed model", Second Executive Management Conference, July 2011, pp. 10-1. (Persian)
9. Shahrzad, Seyed Rezvan Alavi, Seyed Babak (1388). "Career orientations and internal job references of software programmers", Iranian Journal of Management Sciences, Volume 4, Issue 16, Winter 2009, pp. 84-55. (Persian)
10. Kenari Rad, Hamidreza. (1387). "Application of anchorages of progress path in people's jobs based on Shine model", Covenant of Managers, August and September 2008, Vol. 33, pp. 61-63. (Persian)
11. Arnold, J. (2001). “Careers and Career Management”, Journal of Industrial, Work, and Organizational Psychology, Vol. 2. No. 1. Pp115-132.
12. Barclay, W. Brent. Chapman, Jared R. & Brown, Bruce L., (2013). “Underlying Factor Structure of Schein’s Career Anchor Model”. Journal of Career Assessment, Vol. 21, Issue. 3, 2013.
13. Bester, C.L. and Mouton. T. (2006). “Differences Regarding Job Satisfaction and Job Involvement of Psychologists with Different Dominant Career Anchors”. Journal of Management Development, 29 (3), 50- 55.
14. Bromly, H, K. (2004), “Managerial Career Anchors in the Changing Business Environment.” Journal of European Industrial Training, Volume28, PP 564-573.
15. Chapman, J. R. (2009). A partial response to Feldman and Bolino’s critique. Psychology. Dissertation. Provo, UT: Brigham Young University.
16. Chen Wen, S. (2006), A study on relationships among the career anchor/Social support/and Organizational commitment of the dispatched employee. Master thesis, URN=etd-407109-183719-10.
17. Della, B.J. (1998). Examining Schein’s career anchors in the new workplace: how individual survivors of downsizing perceive their careers, Ed. D. Dissertation, The George Washington University.
18. Denziger, Nira, moor, Dalia & valancy, Rony. (2008), “the construct validity of scheins career anchors orientation inventory”. Career Development International, Vol.11, No.4, pp 293-303.
19. Denziger, N. & Valency, R. (2005). “Career anchors distribution and impact on job satisfaction, the England case”. Career Development International, 11 (4), 293-303.
20. Dumitrescu.D.M. (2009), “Human Resources Profile in the Virtual Organization Based On the Career Anchors of Edgar Schein”. Annals of DAAM, Volume 20, No1.
21. Feldman, D.C. Bolino M.C. (1996). “Careers within Careers: Reconceptulizing the Nature of Career Anchors and Their Consequences”, Human Resource Management Review, 6, Pp. 89-112.
22. Frederick T. L. Leong, Stanley D. Rosenberg and SinHui Chong (2013). A “Psychometric Evaluation of Schein’s (1985) Career Orientations Inventory”, Journal of Career Assessment, August 2013, 1-15.
23. Ghalavandi, H., Rajjaeepor, S., Molavi, H. and Sharif, S. M. (2010). “The relationship between quality of work life and career anchors with organizational performance of faculty members in Tabriz, Ardabil and Orumieh university”. Psychology of Tabriz University, 5 (19), pp. 107-134. (Persian).
24. Hwee, H, T; Boon, C, Q. (2001), “An Exploratory Study on Career Anchors of Educators in Singapore”. The Journal of Psychology, 135 (5), 527-545.
25. Ituma, A. Simpson, R. (2007). “Moving beyond Schein’s Typology: Individual Career Anchors in the Context of Nigeria”, Personnel Review, 36 (6), 978-995.
26. Kaplan, R, Shmulevitz, C. & Raviv, D. (2009), “Career Anchors and Professional Development in Nursing”. International Journal of Nursing Education Scholarship, Volume 6, Issue 1, Article 24.
27. KEA – CDES – EOSE (2009). Study on sports agents in European union. A study commissioned by The European Commission, (Directorate – General for Education and Culture).
28. Larry, G.B. (1998). An examination of the relationship between personality type and career anchors, Ph. D. Dissertation, Wolden university.
29. Schein, E. H. (2006). Career Anchors Self-Assessment. Copyright by John Wiley& Sons, Inc. Printed in the United Stated of America, 3th. Ed, 7-13.
30. Schein, E.H. (1996). “Career anchors revisited implications for career development in the 21 century”. Academy of Management Executive, 10 (40), 80-88.
31. Shahrzad, S. Z. and Allavi, S. B. (2010). “Career orientation and Internal reference of software programmers”. Journal of Management Sciences in Iran, 4 (16), 55-84.
32. Tan, Hwee-Hoon. & Quek, Boon-Choo., (2001). “An Exploratory Study on the Career Anchors of Educators in Singapore”. The Journal of Psychology. Interdisciplinary and Applied, Volume 135, 2001 – Issue 5, 527-545.
33. Tladinyane, R.T., (2006). The relationship between organizational commitment and career anchors. University of South Africa.
34. Verbruggen, M. & Sels, L., (2007). “Unraveling the relationship between organizational career management and the need for external career counseling”. Journal of Vocational Behavior, 71. 69-83.
35. Weber, K., Ladkin, A. (2009). “Career anchors of convention and Exhibition Industry professionals in Asia”. Journal of Convention & Event Tourism, Volume10, Issue4, Pages 243-255.
36. Zakerfard, M., Orizi Samani, H. R. and Nouri, A. (2008). “Relationship between Career Anchors and organizational performance in series of male and female employees in research and development departments of industrial enterprises”. Proceedings of the First Biennial Congress of Industrial and Organizational Psychology. Esfahan University, pp. 59-60. (Persian)
