Providing the Organizational Insentience Model in Human Resources in Iraqi Ministry of Sports

Document Type : Original Article

Authors

1 1. PhD Student, Department of Motor Behavior and Sports Management, Urmia University, Urmia. Iran

2 Professor of Sport management, Department of Motor Behavior and Sports Management, Urmia University, Urmia. Iran.

Abstract

The purpose of this study was to design a model of organizational insentience (OI) of human resources (HR) in the Iraqi ministry of sports based on grounded theory through a mixed method research. The participants in the qualitative section included 15 managers and experts from the Iraqi ministry of sports, selected through purposive/snowball sampling and theoretical saturation. The sample in the quantitative section, encompassed a convenient sample of 296 managers and experts from Iraqi sports departments. The data collection tools used in this study included a set of semi-structured interviews, and a highly reliable (Cronbach’s alpha= 0.89) researcher-developed questionnaire. The analysis unveiled 123 open codes, 27 axial codes, and 6 selection codes, presented through a six-variable model, encompassing causal, contextual, and intervening factors, the axial phenomenon, strategies, and the outcomes of OI in human resources. The results included identification of the most important components such as leadership and management, organizational culture and communication, organizational structure and processes, environment and working conditions leading to OI in human resources. Additionally, to mitigate this negative complication, strategies such as enhancing motivation and fostering employee participation, improving employees' organizational identity, the researcher suggests implementing a justice-oriented organizational culture, bolstering innovation and creativity within the organization, strengthening inter-organizational cooperation, and reinforcing employee support and counseling systems.

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Journal of New Studies in Sport Management
Volume 6, Issue 4
December 2025
Pages 33-50

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