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1.
美俄法澳四国竞技体育体制的组织结构比较 总被引：2，自引：0，他引：2
缪佳 《上海体育学院学报》2009,33(2)
基于明茨伯格组织理论.总结关俄法澳四国竞技体育体制的组织结构特点.分析其对我国竞技体育体制改革的启示,即竞技体育体制与社会发展保持一致;竞技体育组织设置与职权相符;借鉴美国竞技体育的精华与实质,改变我国封闭式运动员培养体系;重视体育教育与科研. 相似文献
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基于组织行为学中的组织理论和体育领域的运动训练学理论,对竞技体育组织的定义、构成要素、本质特征、分类及其影响因素进行分析,结果表明:竞技运动项目和竞技体育组织关系紧密;竞技体育组织必须具备清晰的组织结构、特定的组织目标、明确的规章制度等基本要素;明确的组织目标、组织成员间协作意愿较强、组织内部具有强烈的规范性、具备一定的物质基础和与环境的沟通联系是竞技体育组织的本质;竞技体育组织的分类和影响其发展的因素具有多样化和复杂性. 相似文献
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运用文献资料法、问卷调查法、专家访谈法和数理统计法等方法,对参加第13届残奥会的26名中国乒乓球残疾运动员的特点进行分析。结果表明:我国高水平乒乓球残疾运动员竞技水平提高维度得分最高,娱乐维度得分最低,对运动成就的需求愿望较强烈;与正常运动员相比,在社会认可、竞技水平提高和娱乐三个维度上存在显著差异;不同性别的乒乓球残疾运动员在社会认可、感性体验两个维度上存在显著差异;30岁以上的乒乓球残疾运动员在感性体验维度上高于30岁以下的运动员;不同训练年限的乒乓球残疾运动员在社会认可和努力取向两个维度上存在显著差异;本科以上学历的乒乓球残疾运动员在感性体验维度上的得分明显高于本科以下学历的运动员。 相似文献
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高校竞技体育中的制度缺失 总被引：4，自引：0，他引：4
通过文献资料等方法,以制度文化为视角,对高校竞技体育现状与问题进行剖析.结果表明:制度文化居于上位精神文化与下位器物文化之间,常为我们所忽视,高校竞技体育对制度文化缺乏深入认识和研究.制度文化缺失现象不同程度地表现在高校学生运动员招生管理、学习训练管理、竞赛管理各环节中,反映了高校竞技体育在制度规范、人本主义、制度理性、制度诚信、制度创生各方面的缺失.建议:正视制度文化缺失现状,将制度文化建设从模糊地位提升到明确的日程上;要认识到制度硬管理与文化软约束的双重性,完善各类制度规章,促进优秀制度文化意识的培养与推广等. 相似文献
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赵晴晴 《体育科技文献通报》2013,21(2):119-120
文章通过对组织文化的内涵的探究以及竞技体育组织文化的表现两个方面,阐述了组织文化对竞技体育管理的重要性和前瞻性。从五个方面逐一分析了竞技体育中外显组织文化的特征。 相似文献
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自组织理论视域下的竞技体育文化演进机制研究 总被引：1，自引：0，他引：1
在分析竞技体育文化系统的耗散结构自组织特性的基础上,阐述竞技体育文化自组织演化的过程及动力机制。研究表明：竞技体育文化是一个复杂系统,具备耗散结构形成的环境和条件,其演化过程具有耗散结构的自组织机制和特征。竞技体育文化之所以能够产生,并始终保持活力,是竞技体育文化在与外界环境开放条件下系统自我创生、自我增强、自我演进的结果。竞技体育文化演进的动力机制主要是通过系统要素的多样性创新—成果积累与固化—子系统的权重改变—系统结构重组这一过程来实现。 相似文献
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采用大学生体育学习观问卷、一般自我效能感量表（GSES）,选取760名江南生源大学生为被试进行测评,探讨当代大学生的体育学习观及其与自我效能感的关系。研究结果：①大学生的体育学习观总体呈建构性特点,各维度间发展不同步;②不同性别的大学生在体育学习观的各维度得分上不存在显著差异;③大学生的体育学习观与一般自我效能感显著正相关;④学习能力观、学习过程观和学业自我体验是大学生一般自我效能感的有效预测变量。 相似文献
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中国竞技体育正在缓慢开启运动员归化之门。运动员归化能够在短期快速提升中国竞技体育水平的同时,为中国竞技体育业注入更高水准、更国际化的竞技职业道德和规范。目前中国归化运动员的主要障碍是国籍取得上的“入籍难”以及其所表征的过于保守的立法取向,应在结合代表性的国际体育组织有关归化运动员的规范和标准的基础上,依托中国现有的《国籍法》实现运动员归化的制度突围。重点是细化并完善《国籍法》第7条第3款以及《外国人在中国永久居留审批管理办法》第6条第3款等条款,同时控制好国内归化运动员的数量,保障归化运动员各方面利益。 相似文献
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《International review of sport and exercise psychology》2013,6(2):87-103
The purpose of this paper is to review the literature relating to the positive aspects of organizational psychology research in sport. To this end, the narrative is divided into three main sections. The first section defines and delimits relevant concepts, including organizational psychology, positive psychology and positive organizing. The second section presents the background to positive organizational psychology in sport and provides an overview of positive environments, behaviours and outcomes in sport. The third section speculates about the future of this area of inquiry, suggesting that attention needs to focus on positive organizational scholarship and behaviour, together with methodological considerations, in order to advance our understanding and practice. 相似文献
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《Sport Management Review》2014,17(1):23-34
Previous research examining people with disabilities has mainly looked at participation barriers and has formulated implications for sport providers; however, the supply side has been largely neglected. The purpose of this study was to explore the organizational capacity and organizational problems of clubs that provide sport for people with disabilities (referred to as ‘disability sport clubs’). The conceptual model of organizational capacity was used as a theoretical framework. Within a German sport club sample (n = 19,345), a sub-sample of disability sport clubs (n = 521) was identified. The idea was to compare disability sport clubs with other sport clubs; however, comparing a small sub-sample with a large rest-sample may inevitably lead to statistical significance. Therefore, a matched pairs analysis was applied. Since disability sport clubs were significantly larger in terms of members and sports and were located in bigger communities, statistical twins were identified in the dataset that were similar in size and location. The results showed that clubs providing sport for people with disabilities are not specific disability sport clubs. Evidently, these are large multi-sports clubs that have greater capacity for catering for older adults and low-income people, for strategic planning, and for establishing relationships with other institutions in the community than their statistical twins. The regression results indicated that strategic planning significantly contributed to the reduction of several organizational problems of disability sport clubs. The findings have implications for policy makers, club management, and sport management scholars. 相似文献
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程鹏宇 《山东体育学院学报》2011,27(3)
在阅读大量相关文献及史料的基础上,运用历史考察、数里借鉴、逻辑推理、综合归纳等方法,对梅花拳的组成、源流、文武场特点以及内部拜师、收徒、学艺、组织秩序等进行了详细的阐述,以期更多的人对这种独具特色的拳种进行深入的了解和认识,为梅花拳的跨文化传播、走向世界、成为全人类共同的文化遗产服务. 相似文献
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组织性应激是指与个体工作所在的组织直接并且主要相关的环境需要同个体之间的一个持续相互作用的过程。由于运动员工作环境的特殊性,因此提出组织性应激的概念可以更加有效地理解运动员应激。运动员组织应激源主要包括5个类别:体育本身固有因素,运动员在体育组织机构中的角色,体育运动项目中人与人之间关系和交流的需要,运动员竞技生涯和成绩发展问题,体育运动项目的组织结构和氛围。未来的研究应该注意进入组织内部测量,完善相关的研究方法,以及建立一体化的理论模型等方面。 相似文献
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Berit Skirstad 《Sport Management Review》2009,12(4):202-216
The purpose of this article is to draw upon Pettigrew's contextualist approach to organizational change to examine the implications of gender policy on the imbalance between female and male board members in sport organizations. The paper is based on a case study of the General Assembly (GA) of Sports in Norway over more than three decades. The central focus is on the evolution of gender equality as expressed in changes in the relevant statutes of the sport organization, the preparatory work for the changes, the environment in which the changes have occurred, and the process itself with its critical incidents and the behaviour of key actors. The period of study is divided into three according to which approach was mainly used for promoting equality: equal rights (1971–1984), positive action (1984–1994), and gender mainstreaming (1994–2007). The study facilitates an understanding of how change has been achieved. Evolutionary or incremental change has impacted organized sport resulting in a more equal gender balance, with the proportion of women delegates increasing from 8% to 39% in the General Assembly of Sports. Despite this considerable development, a proposal for a 40% quota of women in all sport organizations was turned down by the Executive Board and not put before the General Assembly in 2007. It is suggested that Pettigrew's contextualistic approach helps in seeing the processes of change more clearly, and who are the key-persons and incidents involved in the process. 相似文献
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《Sport Management Review》2020,23(3):455-468
Forming a strong identity with a sport or activity is a key variable that informs sustained behaviour of that activity. As identities are informed by social forces, marginalized and underrepresented groups face social barriers to embodying a non-traditional sport or activity. Given the power of organizational identities, it may be possible for sport organizations to facilitate salient identities for groups for whom the sport/activity was previously considered dissonant. In this study, the authors used interviews to explore the identity formation processes for members of a national running group for Black women in the United States. Results indicate that members overcame their dissonance to running through their identification with the organization who they felt facilitated education, support, and the connection to existing members who served as identity models. Through their own negotiation strategies, they were able to form a salient identity around the activity, and contribute to a growing collective running identity for this group as a whole. 相似文献
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《Sport Management Review》2020,23(5):992-1004
Increasingly, globalization and the adoption of a market economy have made innovation fundamental for the success of professional sport organizations. Yet oligarchical league structures, isomorphic and hyper-traditional cultures, and hierarchical organizational structures can enhance or hinder organizational creativity, the beginning stage of the innovation process. Therefore, the purpose of this research is to determine the antecedents of organizational creativity in professional sport organizations. Perception of organizational creativity is theorized to be influenced by employee creativity, work environment, and the social interactions of employees. The results, based on a survey of three professional sport organizations’ front offices, indicated perceptions of a work environment with a clear vision and better work processes were associated with greater perceptions of organizational creativity. The lack of relationships between many of the factors theorized to influence organizational creativity, such as an employee’s advice network, could indicate the sport industry is unique in creativity management. This study is the beginning in understanding the first step of innovation, and the processes that influence employees’ perceptions regarding the ways in which their work environment relate to organizational creativity. 相似文献
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《Sport Management Review》2020,23(1):66-80
Sport has embraced social media, intensifying the (online) coverage of sport organizations and athletes. Until now, the role that social media has played in the renaissance of public shaming in sport has received little attention. To address this gap, the authors present a novel case study of a public, online shaming campaign against an English Premier League football club by one of their own supporters. Data were collected from multiple sources, including online sources and organizational documents that informed both the creation of semi-structured interviews and the development of a process model of public, online shaming. Findings reveal how a supporter query was mishandled by the club. In response, the supporter turned-activist launched a low-scale online shaming campaign about disability discrimination. The campaign escalated in profile to gain national media attention. Within the framework of Online Reputation Management, the authors present the organizational response that sought to bolster the club’s reputation by deploying a series of internal and external responses. The authors conclude that to minimize the potentially negative effects of public shaming in sport, sports organizations should implement specific reputation management practices but ones that monitor online sources for potential issues and crises. 相似文献
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This investigation examined the impact of organizational culture on job satisfaction and intention to leave the organization through a survey of fitness staff. Organizational culture is commonly known as the values, beliefs and basic assumptions that help guide and coordinate member behaviour. The Cultural Index for Fitness Organizations (CIFO) was developed to measure organizational culture in the fitness industry specifically. Exploratory factor analysis revealed eight factors that represent cultural dimensions common to this context: staff competency, atmosphere, connectedness, formalization, sales, service-equipment, service-programs, and organizational presence. Path analysis was used to examine the relationship among the organizational culture factors, job satisfaction and intention to leave. Results produced a partially mediated model of organizational culture that explained 14.3% of the variance in job satisfaction and 50.3% of the variance with intention to leave the organization. The findings highlight the multidimensionality of organizational culture and its complexity in the fitness industry. 相似文献
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主要采用文献资料法、实地访谈法、问卷调查法、数理统计法等,以上海市招收高水平运动队的17所高校为研究对象,从组织行为学角度来研究大学高水平运动队的组织结构设计、组织责任和组织制度,并从该视角来探讨和解决我国高水平运动队在发展中存在的问题及解决办法。 相似文献