درخت حوزه‌های تخصصی

Sports organizations use social media to create opportunities to increase productivity, market share, market value and profitability. Mass media, especially cyberspace, play a major role in the field of social change in the present era. One of the best features of cyberspace marketing for today's businesses and job creation in the field of sports is that there is not much barrier to entering and using their facilities. Therefore, the present study focuses on the role of social media in the revenue development of sports businesses. The study population in this study is PhD students in sports management and sports media experts in Iran in this field. Samples were identified purposefully using random sampling. Data collection tools were interviews, and data analysis tools were customary content analysis and paradigmatic grounded theory. Based on the findings of interviews with participants, there are a number of factors in sports that act as requirements or barriers to the use of social media in the revenue development of the sports industry. Factors such as; Experiences in the field of using social media, scientific view on the use of social media, paying attention to the interests and standards of common professions in the world and activities in the virtual world and social media play an important role in generating revenue through the use of social media in industry. They have exercise. The results of the present study showed that the development of appropriate cultural programs can increase knowledge and awareness, improve the intellectual and cultural level of the audience. Also, based on the analysis of the results, marketing through social media has potentials that can enable economic development in the sports industry. Social media marketing through revenue generation and cost reduction can be an effective step towards improving financial problems and the sports industry.

Purpose: Considering the importance of human resource planning for organizational citizenship behavior, the purpose of this study was identify, explain and prioritize human resource planning factors in order to occurrence organizational citizenship behavior by employees. Methodology: The present research was descriptive from type of qualitative-quantitative. The research population in the qualitative part was documents and texts related to the research and experts were familiar with the subject who tried to identify and explain the factors of human resource planning in order to occurrence organizational citizenship behavior and in the quantitative part were the experts who prioritized these factors. The research sample consisted of 20 research-related documents and 15 experts who were selected by purposive non-random sampling method. Data collection tools included taking notes of documents and texts and surveying about new effective factors and expressing the rate of importance of existing factors in Delphi. Data were analyzed by coding and factor analysis methods. Findings: Findings showed that for the human resource planning pattern in order to occurrence organizational citizenship behavior by employees in the human resource planning part were identified 67 indicators in 19 components and in the organizational citizenship behavior part were identified 28 indicators in 6 components. In human resource planning the 19 components respectively were include performance management, labor adjustment, organizational culture, strategic goals, organizational structure, human resource planning, recruitment, training and development, maintenance, external environment, supply, demand, human resource strategy, strategic planning, management style, flexibility, reward system, job analysis and individual factors and in organizational citizenship behavior the 6 components respectively were include altruism, work conscience, personal development, organizational loyalty, organizational obedience and citizenship virtue. Conclusion: According to the reported results, to develop the occurrence of organizational citizenship behavior by employees can be action through its effective human resource planning factors that was identified in the present research.