Sports Business Journal

Current Issue

By Issue

By Author

By Subject

Author Index

Keyword Index

About Journal

Aims and Scope

Editorial Board

Publication Ethics

Indexing and Abstracting

Related Links

FAQ

Peer Review Process

Journal Metrics

News

Registration Guide on the Journal Site

Guide for Authors

Main Tamplate for Site

Title Pages (with authors' affiliation)

Conflict of Interest Form

Cover Letter

Save a Backup of Your EndNote Library

Reviewers List 2021

A Guide to Using Publons

Reviewers List 2022

Introducing a Talent Sports Business Management Model in the Corona Pandemic

Document Type : Original Article

Authors

1 PhD Candidate in Sport Management, Physical Education Faculty, Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran.

2 Associated Professor in Sport Management, Sport Sciences Faculty, University of Isfahan, Isfahan, Iran.

3 Associate Professor, Faculty Sport Sciences, Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran.

4 PhD in Sport Management, Kish International Campus, University of Tehran, Tehran, Iran.

Abstract

Purpose: The coronavirus has posed significant challenges to organizations' talent management systems. Therefore, a model for talent management of sports organizations has been designed and validated to adapt to this situation.
Methodology: This research is mixed (qualitative-quantitative) in terms of applied purpose and collection method. This study's statistical population comprised experts in sports management at the university, many implementations, and the Ministry of Sports and Youth staff. The purposive sampling method was used for qualitative sampling, and sampling continued until the theoretical saturation was reached; based on this, 15 interviews were conducted. In the quantitative section, 405 samples based on the number of parameters calculated in the qualitative area were randomly selected. Coding and confirmatory factor analysis were used to analyze the data: The structural-breath (ISM) method and ISM software.
Findings: The results showed that talent management of sports organizations is a function of causal factors (strategic agility, diversity management, convergent innovation, flexibility maturity, business intelligence, electronic knowledge management), contextual (online learning and training, organizational transformation, digital transformation) And interventionist (globalization, turbulent atmosphere, global mobility) and by applying blockchain implementation strategies for selection and recruitment, electronic human resource management, strategic alignment and strategic identification of human capital, one can expect personal and organizational consequences. It was positive for sports organizations. Based on the obtained results, talent management in sports organizations is affected by causal, contextual, and intervening conditions, and in dealing with them, the mentioned organizations need a blockchain system for selection and employment. Plan and implement e-human resource management, strategic alignment, and strategic identification of human capital.
Originality: One of the challenges of today's sports organizations is talent management. In this research, an attempt was made to provide a comprehensive model in this field with a comprehensive view and simultaneously with the outbreak of the Corona pandemic.

Keywords

References
  1. Abaker, M.-O. S. M., Al-Titi, O. A. K., & Al-Nasr, N. S. (2019). Organizational policies and diversity management in Saudi Arabia. Employee Relations: The International Journal, 41(3), 454-474. https://doi.org/10.1108/ER-05-2017-0104
  2. Aguinis, H., & Burgi-Tian, J. (2021). Talent management challenges during COVID-19 and beyond: Performance management to the rescue. Business Research Quarterly, 24(3), 233-240. https://doi.org/10.1177/23409444211009528
  3. Al-Dalahmeh, M., & Héder-Rima, M. (2021). The effect of talent management practices on employee turnover intention in the Information and Communication Technologies (ICTs) sector: case of Jordan. Problems and Perspectives in Management, 18(4), 59-71. https://doi.org/0.21511/ppm.18(4).2020.06
  4. Al-Surmi, A., Cao, G., & Duan, Y. (2019). Data of the impact of aligning business, IT, and marketing strategies on firm performance. Data in brief, 27, 1-6. https://doi.org/10.10 16/j.indmarman.2019.04.002
  5. Aljbour, A., French, E., & Ali, M. (2022). An evidence-based multilevel framework of talent management: a systematic review. International Journal of Productivity and Performance Management, 71(8), 3348-3376. https://doi.org/10.1108/IJPPM-02-2020-0065
  6. Anlesinya, A., & Amponsah-Tawiah, K. (2020). Towards a responsible talent management model. European Journal of Training and Development, 44(2/3), 279-303. https://doi. org/10.1108/EJTD-07-2019-0114
  7. Blackburn, S., LaBerge, L., O’Toole, C., & Schneider, J. (2020). Digital strategy in a time of crisis (McKinsey & Company, Issue. https://kolnegar.ir/wp-content/uploads/2020/07/ Digital-strategy-in-a-time-of-crisis.pdf
  8. Brosseau, D., Ebrahim, S., Handscomb, C., & Thaker, S. (2019). The journey to an agile organization. M. Company. https://www.mckinsey.com/~/media/McKinsey/Business%20Functions/ Organization/Our%20Insights/The%20journey%20to%20an%20agile%20organization/The-journey-to-an-agile-organization-final.pdf
  9. Chambers, E. G., Foulon, M., Handfield-Jones, H., Hankin, S. M., & Michaels III, E. G. (1998). The war for talent. The McKinsey Quarterly, 3(3), 44-57. https://www.proquest.com/ openview/84a8b0b63e1bade209366f3c7f0b5366/1?pq-origsite=gscholar&cbl=30375
  10. Chen, S.-Y., Lee, A. Y.-P., & Ahlstrom, D. (2021). Strategic talent management systems and employee behaviors: the mediating effect of calling. Asia Pacific Journal of Human Resources, 59(1), 84-108. https://doi.org/10.1111/1744-7941.12229
  11. Clardy, A. (2008). Human Resource Development and the Resource-Based Model of Core Competencies: Methods for Diagnosis and Assessment. Human Resource Development Review, 7(4), 387-407. https://doi.org/10.1177/1534484308324144
  12. Collings, D. G. (2014). Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities. Journal of World Business, 49(2), 253-261. https://doi.org/10.1016/j.jwb.2013.11.009
  13. Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313. https://doi.org/10.10 16/j.hrmr.2009.04.001
  14. Collings, D. G., Scullion, H., & Morley, M. J. (2007). Changing patterns of global staffing in the multinational enterprise: Challenges to the conventional expatriate assignment and emerging alternatives. Journal of World Business, 42(2), 198-213. https://doi.org/10. 1016/j.jwb.2007.02.005
  15. Davis, P. J., Frolova, Y., & Callahan, W. (2016). Workplace diversity management in Australia. Equality, Diversity and Inclusion: An International Journal, 35(2), 81-98. https://doi. org/10.1108/EDI-03-2015-0020
  16. Dayeh, K., & Farmanesh, P. (2021). The link between talent management, organizational commitment and turnover intention: A moderated mediation model. Management Science Letters, 11(7), 2011-2020. https://doi.org/10.5267/j.msl.2021.3.008
  17. Farrer, J. (2004). A practical approach to diversity. Industrial and Commercial Training, 36(4), 175-177. https://doi.org/10.1108/00197850410542437
  18. Foster, C., & Harris, L. (2005). Easy to say, difficult to do: diversity management in retail. Human Resource Management Journal, 15(3), 4-17. https://doi.org/10.1111/j.1748-8583.2005.tb00150.x
  19. García-Carbonell, N., Martín-Alcázar, F., & Sánchez-Gardey, G. (2015). Determinants of Top Management'S Capability to Identify Core Employees. Business Research Quarterly, 18(2), 69-80. https://doi.org/10.1016/j.brq.2014.07.002
  20. Haak-Saheem, W. (2020). Talent management in Covid-19 crisis: how Dubai manages and sustains its global talent pool. Asian Business & Management, 19(3), 298-301. https:// doi.org/10.1057/s41291-020-00120-4
  21. Karabell, Z. (2020, March 20). Will the coronavirus bring the end of globalization? Don’t count on it. The Wall Street Journal. https://www.wsj.com/articles/will-the-coronavirus-bring-the-end-of-globalization-dont-count-on-it-11584716305
  22. Khoshbakht Ahmadi, E., Aghaei Shahri, M. S., & Azimzade, S. M. (2022). Exploring Entrepreneurial and Innovative Sports Opportunities During and After the Corona Crisis. Sports Business Journal, 2(1), 41-57. https://doi.org/10.22051/sbj.2022.40239.1030
  23. Kozlowski, S. W. J., & Ilgen, D. R. (2006). Enhancing the Effectiveness of Work Groups and Teams. Psychological Science in the Public Interest, 7(3), 77-124. https://doi.org/10. 1111/j.1529-1006.2006.00030.x
  24. Lee, S. M., & Trimi, S. (2021). Convergence innovation in the digital age and in the COVID-19 pandemic crisis. Journal of Business Research, 123(3), 14-22. https://doi.org/10.10 16/j.jbusres.2020.09.041
  25. Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139-154. https://doi.org/10.1016/j.hrmr.2006.03.001
  26. Li, J.-Y., Sun, R., Tao, W., & Lee, Y. (2021). Employee coping with organizational change in the face of a pandemic: The role of transparent internal communication. Public Relations Review, 47(1), 101984. https://doi.org/10.1016/j.pubrev.2020.101984
  27. Lincoln, Y. S., & Guba, E. G. (1985). Naturalistic inquiry. Sage. https://books.google.com/ books?hl=en&lr=&id=2oA9aWlNeooC&oi=fnd&pg=PA7&dq=Naturalistic+inquiry&ots=0uqtRdTbym&sig=fdtdVCQHqrIqWDzHFZ64_kzU58Q#v=onepage&q=Naturalistic%20inquiry&f=false
  28. Lotfi Yamchi, K., Kalateh Seifari, M., & Hoseini, E. (2017). Structural Model of Effect of Talent Management on Human Resource Productivity and Innovation in Sport Organizations (Case study: Youth and Sports Department in East Azarbaijan Province). Journal of Human Resource Management in Sport, 5(1), 35-48. https://doi.org/10.22044/shm.20 18.5375.1486
  29. Lund, S., Manyika, J., Woetzel, J., Bughin, J., & Krishnan, M. (2019). Globalization in transition: The future of trade and value chains. M. Company. http://dln.jaipuria.ac.in:8080/ jspui/bitstream/123456789/10848/1/MGI-Globalization%20in%20transition-The- future-of-trade-and-value-chains-Full-report.pdf
  30. Mahmodi, m., Javanbakht, f., & Shahtalebi, b. (2020). Analyzing recruitment factors in talent management to improve the individual performance of employees. Educational Administration Research, 11(43), 87-103. https://jearq.riau.ac.ir/article_1663_0eefe48 18944c66ec410bcd7b0aded72.pdf
  31. Maleki, M., Zarei, A., Feiz, D., & Sharafi, v. (2020). International Marketing Ecosystem. New Marketing Research Journal, 9(4), 1-14. https://doi.org/10.22108/nmrj.2019.104781.1300
  32. McDonnell, A., Collings, D. G., Mellahi, K., & Schuler, R. (2017). Talent management: a systematic review and future prospects. European Journal of International Management, 11(1), 86-128. https://fardapaper.ir/mohavaha/uploads/2019/09/Fardapaper-Talent-management-a-systematic-review-and-future-prospects.pdf
  33. McDonnell, A., Lamare, R., Gunnigle, P., & Lavelle, J. (2010). Developing tomorrow's leaders—Evidence of global talent management in multinational enterprises. Journal of World Business, 45(2), 150-160. https://doi.org/10.1016/j.jwb.2009.09.015
  34. Mousavi Cheshmeh Kaboudi, K., Hakkak, M., Sepahvand, R., & Nazarpouri, A. H. (2020). Designing a Model of Global Talent Management in Sports Organizations based on Human Capital Development. Human Resource Management in Sport Journal, 7(1), 207-224. https://doi.org/10.22044/shm.2020.7999.1906
  35. Mujtaba, M., & Mubarik, M. S. (2022). Talent management and organizational sustainability: role of sustainable behaviour. International Journal of Organizational Analysis, 30(2), 389-407. https://doi.org/10.1108/IJOA-06-2020-2253
  36. Muratbekova-Touron, M., Kabalina, V., & Festing, M. (2018). The phenomenon of young talent management in Russia—A context-embedded analysis. Human Resource Management, 57(2), 437-455. https://doi.org/10.1002/hrm.21860
  37. Norouzi Seyed Hossini, R., Ehsani, M., Kozehchian, H., & Amiri, M. (2022). The Role of Human Capabilities Development in the Sustainable Development of Sport Business. Sports Business Journal, 2(1), 73-85. https://doi.org/10.22051/sbj.2022.40796.1033
  38. Pandita, D. (2021). Twitting for Talent by Linking Social Media to Employer Branding in Talent Management. International Journal of Human Capital and Information Technology Professionals 12(2), 1-12. https://doi.org/10.4018/IJHCITP.2021040101
  39. Pourzarnegar, J. (2022). The Viewpoint of Sports Clubs’ Managers on Sports Marketing. Sports Business Journal, 2(1), 107-118. https://doi.org/10.22051/sbj.2022.40442.1032
  40. Pruis, E. (2011). The five key principles for talent development. Industrial and Commercial Training, 43(4), 206-216. https://doi.org/10.1108/00197851111137825
  41. Rhemananda, H., Simbolon, D. R., & Fachrunnisa, O. (2021). Blockchain Technology to Support Employee Recruitment and Selection in Industrial Revolution 4.0. In P. K. Pattnaik, M. Sain, A. A. Al-Absi, & P. Kumar (Eds.), Proceedings of International Conference on Smart Computing and Cyber Security (pp. 305-311). Springer Singapore. https://doi.org/10.1007/978-981-15-7990-5_30
  42. Saeedi, E., Kohandel, M., Zarei, A., & Hkodayari, a. (2020). The effect of mental model on open innovation in the production sector of Iran's sports industry with the mediating role of talent management. Contemporary Studies On Sport Management, 10(19), 155-167. https://doi.org/10.22084/smms.2020.21868.2620
  43. Setyawan, A. (2021). The Effect of Knowledge Management and Talent Management on Organizational Performance with Organizational Culture as a Mediating Variable. Manajemen Bisnis, 11(1), 1-11. https://doi.org/10.22219/mb.v11i1.16300
  44. Stahl, G. K., Chua, C. H., Caligiuri, P., Cerdin, J.-L., & Taniguchi, M. (2009). Predictors of turnover intentions in learning-driven and demand-driven international assignments: The role of repatriation concerns, satisfaction with company support, and perceived career advancement opportunities. Human Resource Management, 48(1), 89-109. https://doi.org/10.1002/hrm.20268
  45. Wright, P. M., Snell, S. A., & Jacobsen, P. H. (2003). Current approaches to HR strategies: Inside-out vs. outside-in. Center for Advanced Human Resource Studies Working Paper Series, 1-22. https://ecommons.cornell.edu/bitstream/handle/1813/77288/WP03_22.pdf?sequence=1
Sports Business Journal
Volume 2, Issue 2 - Serial Number 4
Summer and Autumn
July 2022
Pages 85-106
Files
Share
How to cite
Statistics