Document Type : Review Article

Author

Expert Responsible Physical Upbringing Office, Technical and Vocational University, Kerman, Iran

10.26655/ijabbr.2018.3.1

Abstract

This research has been conducted by the aim of analysis of the relation of inefficient Attitude and social undermining of the employees of football clubs in Kerman. The research method is descriptive-correlative. The statistical population of this research includes all employees of teenage, youth and adult employees of Kerman city in 2017 with the total number of 192 from which 153 replied to the questionnaire. Collecting data from questionnaires, the inefficient Attitude with validity of 0.82 and stability of 0.93 and the social undermining questionnaire with the validity of 0.81 and stability of 0.87 were employed. The analysis of data was done by SPSS20 software, and some descriptive and inferential statics were used such as mean, variance, Pearson and Spearman correlative, and multi-variance linear regression. The result of the research illustrated that there is a direct and significant elation between inefficient Attitude and social undermining of the employees of football clubs in Kerman. Also, there is a direct and significant relation between inefficient Attitude about the performance and inefficient Attitude about social confirmation and social undermining of the employees of football clubs in Kerman. The best predicator of social undermining of employees can be the inefficient Attitude about social confirmation.

Keywords

It is recommended to employees of clubs not to over expect from each other, analyze tasks realistically and consult with others in this case.
ü It is recommended to educate to employees of clubs that their tasks are not imposed on them, and they should know that they can successfully do them by effort. If club authorities find that an employee is not adapted with his job environment and he is a failure in doing his responsibility, this can be the result of his unrealistic views about getting social confirmation in his job that could be solved by consultation.
ü Club employees must prevent from probable problems. They should know that there might be problems in any decision but an employee is entitled to decide.
ü The employees of clubs must know that they need to have intellectual independence and all the tasks must not be imposed on them. Everyone can work without any dependency to others.
ü Decreasing inefficient observation of employees, some brochures are provided and delivered to club employees. In-service training about the causes of creation of inefficient Attitude and the mode of changing these observations can be held at clubs.
ü Since the term inefficient observation is not familiar for employees, it is recommended to club managers to hold a workshop with this title for familiarizing employees with these concepts and their importance.
ü Identifying and derivation of the causes of inefficient Attitude of some club employees.
 
 
 
References
Appelbaum, S.H., Deguire, K., Lay, M., 2005. The relationship of ethical climate to deviant workplace behavior. Corp. Govern., 5(4), 43-55.
Baghini, N., 2013. Human Quantum Exertion. Second National Conference on Modern Management Sciences, Gorgan.
Baghini, N., Beheshtifar, M., 2013. Investigating the relationship between social wear and tear in the level of personal conflicts co-workers in Kermanshahr executive administrations. The First National Conference on Business Management, Hamedan, Tolo Farzin University of Science and Technology, Bu Ali Sina University.
Beck, A.T., 2008. Cognittive therapy of adjustment. New York: Haworth Press.
Davies, M., 2008. Irrational beliefs and unconditional self-acceptance. The relative importance of different types of irrational beliefs. J. Ratio. Emot. Cognit. Behav. Ther., 26(2), 102-118.
Duffy, M., Daniel, C., Jason, D., Shaw, J., Milan, P., 2006. The social context of undermining behavior at work. Organizational behavior and human decision process, article in press .
Duffy, M.K., Ganster, D.C., Pagon, M., 2002. Social undermining in the workplace. Acad. Manag. J., 45(2).  
Estadi, N., Badleh, M., Mohseni Birjandi, R., 2013. Effectiveness of cognitive-behavioral group training on attachment, inefficient attitudes and marital adjustment of married people. Magazine of Principles of Mental Health, No. 2.
Fayyad, I., Kiani, J., 2008. The pathological study of students' irrational beliefs. Cult. Strat., 4, 100-117.
Folger, R.G., Cropanzano, R., 1998. Organizational justice and human resource management. Foundations for Organizational Science, SAGE Publications Inc.
Hepburn, C.G., Enns, J.R., 2013. Social undermining and well-being: The role of communal orientation. J. Manag. Psychol., 28(4), 354-366.
Hosseini, S.M., Mehdizadeh Ashrafi, A., 2010. Identification of factors affecting organizational commitment. Management Quarterly, Seventh, No. 18.
Imani, P., 2014. A survey of social wear in today's organizations. Second International Conference on Challenges and Solutions.
Khaef Elahi, A.A., Alipour Darvishi, A., 2010. Designing the model of social wearing of manpower. J. Modares Univ. Humanit., 14(2).
Mickey, B.S., Brian, D.W., 2017. A moderated mediation model of Machiavellianism, social undermining, political skill, and supervisor-rated job performance. Pers. Indiv. Differ., 104, 453-459.
Naseh, M., Ghazi Noor, M., Jaghatai, M.N., Najumi, M., Richter, P., 2011. Farsi Persian Social Security Questionnaire. Soc. Welfare, 4(41), 251-266.
Nasr Esfahani, M., Allameh, S.M., Shaemi, A., Timurid, H., 2016. Model development of the concept of social wear and its relationship with organizational agility. J. Manag. Sci. Iran, 11(41), 116-99.
Nouri Ka'b, A., Nayami, A.Z., 2016. The effect of perceived organizational justice on organizational loyalty and job welfare by mediating social wear and moderating job control in employees of Ahvaz Golestan Hospital. J. Nurs. Educ., 5(3), 55-63.
Rabiei, M., Molavi, H., Kalantari, M., Azimi, H., 2009. Relationship between ineffective attitudes and coping strategies with mental health. J. Educ. Psychol. Res., 4(2), 21-30.
Rezaian, A., 2005. Expectations of Justice and Justice in Organization. Tehran, Sadegh.
Skarlicki, D., Folger, R., 1997. Retaliation in the workplace: The roles of distributive, procedural, and interactional justice. J. Appl. Psychol.
Stevan, E., 1984. Hobfoll, stress, culture, and community: The psychology and support and social negativity in personal relationships. J. Soc. Well-being, J. Pers. Soc. Psychol.
Sullivan, E., 2006. Role of irrational beliefs in self-defeating behaviours. J. Dyn. Chiropract., 19(3), 121-136.
Szentagotai, A., Freeman, A., 2007. An analysis of the relationship between irrational beliefs and automatic thoughts in predicting distress. J. Cognit. Behav. Psychother., 7(1), 1-9.
Taghavi, M., 2008. Comparison of irrational beliefs of mothers with deep, severe and mild mentally handicapped children referring to welfare services with mothers with normal children. Master Thesis, Islamic Azad University, Tehran Central Branch.