Methods of dealing with organizational conflict among the employees of sports organizations in Iraqi Kurdistan provinces
Poster Presentation
Paper ID : 1044-SSRC
Authors
دانشجوی کارشناسی ارشد مدیریت ورزشی، دانشگاه کردستان
Abstract
Abstract:
Purpose: One of the most important challenges of sports organizations in the Kurdistan region is the conflict between the employees of these organizations. Therefore, it is very important to deal with this problem in an academic way. In this regard, the present study aims to investigate the methods of dealing with organizational conflict among the employees of sports organizations in the Kurdistan provinces of Iraq.
Methodology: The research method was descriptive correlation. The statistical population included the administrative staff of sports clubs, federations and sports centers, 74 of whom were selected as a statistical sample using the total number sampling method. To measure the variables of the research, the 50-question questionnaire of Al-Mahari et al. (2001) was used. The formal and content validity of the questionnaire was confirmed by experts and its reliability was confirmed by Cronbach's alpha. Spess software was used for data analysis. Descriptive results showed that the frequency and percentage of research samples are as follows. 35 of them are employees of youth sports departments and 39 are employees of different youth federations. Furthermore
Results: Inference also showed that employees of sports organizations in Kurdistan region use four methods of avoiding, bargaining, calming and forcing to deal with conflict. Also, the findings indicate that the calming method is the most widely used method among the employees of sports organizations in Kurdistan provinces in dealing with organizational conflict. Therefore, the managers of sports organizations should have a complete understanding of the concept of organizational conflict and by providing conditions and holding courses, workshops and lectures, explain the different methods and the advantages and disadvantages of those methods to the employees and encourage the employees. to use better methods such as calming when intense organizational conflict occurs.
Purpose: One of the most important challenges of sports organizations in the Kurdistan region is the conflict between the employees of these organizations. Therefore, it is very important to deal with this problem in an academic way. In this regard, the present study aims to investigate the methods of dealing with organizational conflict among the employees of sports organizations in the Kurdistan provinces of Iraq.
Methodology: The research method was descriptive correlation. The statistical population included the administrative staff of sports clubs, federations and sports centers, 74 of whom were selected as a statistical sample using the total number sampling method. To measure the variables of the research, the 50-question questionnaire of Al-Mahari et al. (2001) was used. The formal and content validity of the questionnaire was confirmed by experts and its reliability was confirmed by Cronbach's alpha. Spess software was used for data analysis. Descriptive results showed that the frequency and percentage of research samples are as follows. 35 of them are employees of youth sports departments and 39 are employees of different youth federations. Furthermore
Results: Inference also showed that employees of sports organizations in Kurdistan region use four methods of avoiding, bargaining, calming and forcing to deal with conflict. Also, the findings indicate that the calming method is the most widely used method among the employees of sports organizations in Kurdistan provinces in dealing with organizational conflict. Therefore, the managers of sports organizations should have a complete understanding of the concept of organizational conflict and by providing conditions and holding courses, workshops and lectures, explain the different methods and the advantages and disadvantages of those methods to the employees and encourage the employees. to use better methods such as calming when intense organizational conflict occurs.
Keywords