Presenting a Model for Retaining Iran's Sports Elite Using a Paradigm Model

Document Type : Original Article

Authors
1 PhD Student in Sports Management, faculty of sport sciences and health, University of Tehran, Tehran, Iran
2 Associate Professor of Sport Managemen, faculty of sport sciences and health, University of Tehran, Tehran, Iran
3 Professor of Sport Managemen, faculty of sport sciences and health, University of Tehran, Tehran, Iran
4 Assistant Professor of Sport Managemen, faculty of sport sciences and health, University of Tehran, Tehran, Iran
Abstract
In the present study, the main purpose is to present a model for retaining the Iranian sports elite, which is a qualitative study and has been done with an approach based on the data theory of the foundation. Data collection method; The study of existing documents, literature, literature on the subject and semi-structured interviews with 31 sports elites, senior managers in the field of sports and professors of sports management and continued until the theoretical saturation. The information obtained from the interviews was analyzed during the process of open coding, axial coding and selective coding, and the main data were identified in 106 concepts, 17 categories and 6 axes with the focus on the main phenomenon of retaining sports elites in the dimensions of a paradigm model. Then, this data, using the systematic method of Strauss and Corbin and the paradigm model, led to the theory of retaining sports elites in Iran. Research results on causal conditions such as globalized sports, gravity factors, repulsion factors and individual factors; Underlying conditions in terms of infrastructure and process; Interfering conditions to economic, managerial, socio-cultural, political and legal mechanisms; strategies such as the use of sports diplomacy, strategy development of elite sports maintenance mechanisms, development of championship sports and privatization of sports, as well as the consequences of comprehensive interaction in championship sports, attention to the functions of the elite system in championship sports and finally refers to the establishment of sports elite maintenance model.
Keywords

  1.  

     

    1. Armstrong, M. (2008). Strategic human resource management: A guide to action (4th ed.). Kogan Page Publishers.
    2. Baker, J., Cobley, S., & Schorer, J. (2012). Talent identification and development in sport: International perspectives. Routledge.
    3. Beech, J., & Chadwick, S. (2013). The business of sport management. Pearson Education.
    4. Cappelli, P. (2008). Talent on demand: Managing talent in an age of uncertainty. Harvard Business Press.
    5. Collings, D.G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313.
    6. De Bosscher, V., Shibli, S., Westerbeek, H., & van Bottenburg, M. (2015). Successful elite sport policies: An international comparison of the Sports Policy factors Leading to International Sporting Success (SPLISS 2.0) in 15 nations. Meyer & Meyer Sport.
    7. Festing, M., & Schäfer, L. (2014). Generational challenges to talent management: A framework for talent retention based on the psychological contract perspective. Journal of World Business, 49(2), 262-271.
    8. Govaerts, N., Kyndt, E., Dochy, F., & Baert, H. (2011). Influence of learning and working climate on the retention of talented employees. Journal of Workplace Learning, 23(1), 35-55.
    9. Horwitz, F.M., Heng, C.T., & Quazi, H.A. (2003). Finders, keepers? Attracting, motivating and retaining knowledge workers. Human Resource Management Journal, 13(4), 23-44.
    10. Hughes, J.C., & Rog, E. (2008). Talent management: A strategy for improving employee recruitment, retention and engagement within hospitality organizations. International Journal of Contemporary Hospitality Management, 20(7), 743-757.
    11. Kyndt, E., Dochy, F., Michielsen, M., & Moeyaert, B. (2009). Employee retention: Organisational and personal perspectives. Vocations and Learning, 2(3), 195-215.
    12. Lewis, R.E., & Heckman, R.J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139-154.
    13. Schuler, R.S., Jackson, S.E., & Tarique, I. (2011). Global talent management and global talent challenges: Strategic opportunities for IHRM. Journal of World Business, 46(4), 506-516.
    14. Scullion, H., Collings, D.G., & Caligiuri, P. (2010). Global talent management. Journal of World Business, 45(2), 105-108.
    15. Sotiriadou, P., Shilbury, D., & Quick, S. (2008). The attraction, retention/transition, and nurturing process of sport development: Some Australian evidence. Journal of Sport Management, 22(3), 247-272.
    16. Tarique, I., & Schuler, R.S. (2010). Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of World Business, 45(2), 122-133.
    17. Tzafrir, S.S. (2005). The consequences of human resource management practices on corporate performance: Investigating the role of trust. International Journal of Human Resource Management, 16(9), 1600-1622.