---

Introduction: In order to be aware of the success rate, especially in complex and dynamic environments, organizations are in urgent need for assessment. The current study aimed as identifying and prioritizing the performance assessment indicators of physical education institutions at medical sciences universities using balanced scorecard approach and analytical hierarchy process.
Methods: The current descriptive study was conducted on 120 managers, experts, and professors of physical education departments at Iranian medical sciences universities selected by census method. Data collection instruments included balance scorecard approach and analytical hierarchy process questionnaires. The reliability of the balanced scorecard approach questionnaire was determined by Cronbach's alpha method and the analytical hierarchy process analysis questionnaire, by calculating the inconsistency rate. The collected data were analyzed with SPSS version 20, LISREL 8.8, and Expert choice software.
Results: According to the results, six sub-criteria for financial, seven for customer, four for internal process, and four for growth and learning criteria were determined. The results of the hierarchical analysis process showed that among the four criteria of balanced scorecard approach, financial, customer, internal processes, growth and learning criteria were ranked first to fourth respectively, in terms of priority.
Conclusions: The criteria and sub-criteria identified based on the balanced scorecard approach and hierarchical analysis process methods can be used to assess the performance of physical education departments in the Iranian medical sciences universities. Therefore, this model is suggested to managers and experts of physical education to assess the performance of organizations.
 

---

Introduction: Humor is having fun communication that has a sense in employees that always affects the results of their work. The aim of this study was to determine the correlation of humor in the workplace, support of managers and socialization of employees' humor with job embeddedness of employees of the Ministry of Sports and Youth.
Methods: The present study is descriptive - correlation. The statistical population consisted of all employees of the Ministry of Sports and Youth (890 people. The statistical sample was selected based on Cochran's formula of 268 people using random sampling method (staff rooms) and convenience method (staff). In this study, the demographic questionnaire, “Work-Related Humor Questionnaire; "Managers' Support of Humor Questionnaire"; "Coworker Socializing Questionnaire"; and "Job Embeddedness Questionnaire" was used. Face validity, content validity ratio, content validity index, convergent validity and reliability were confirmed using combined reliability and Cronbach's alpha coefficient Data analysis was performed in SPSS. 24 and SmartPLS software version 3.
Results: Connecting humor has a significant positive correlation with managers' support for humor (P <001). While aggressive humor is not related to employee socialization (P <0.353). Also, there is a positive and significant correlation between employees 'socialization and managers' support for job embeddedness (P <001).
Conclusions: Connecting humor is positively correlated with managers' support for humor. Also, there is a positive and significant correlation between employees 'socialization and managers' support for jokes with job confinement. It is suggested that managers support humor as one of the important structures in the field of organizational behavior.
 

---

Introduction: The coach is considered as one of the important factors in improving the performance and performance of sports teams and the main and central figure. The aim of the present study was to determine the correlation between the perception of coach competence, motivational climate with engagement for sports in athletes.
Methods: This study is a descriptive-correlation method. The statistical population included all female karate athletes in the Iranian Basic League in 1999, whose number is 2100 people. The statistical sample was 324 people based on Cochran's formula and was selected by simple random sampling. In this study, the demographic questionnaire, "The Coaching Competency Scale", "Empowering and Disempowering Motivational Climate Questionnaire-Coach", "Athlete Engagement Questionnaire" were used.  Construct and convergent validity and reliability were measured by internal consistency method by calculating the Cronbach's coefficient. The collected data were analyzed using SmartPls 3.0 software.
Results: There was a significant positive correlation between motivational climate (β = 0.44, P = 0.001) and coaching competence (β = 0.12, P = 0.045) with sports engagement. Also, there was a significant positive correlation between coaching competence (β = 0.20, P = 0.001) with motivational climate.
Conclusions: Motivational climate and coaching competence have a significant and positive correlation with sports engagement and coaching competence with motivational climate. Therefore, it is suggested that coaches participate in knowledge-enhancing courses, conferences and internships in order to develop the level of coaching skills. 
 

---

Abstract
Introduction: Green management is the effective and efficient use of all facilities, material and human resources to guide and control the organization to achieve environmental goals. The aim of this study was to design and psychometrics "Green Management Scale of Iranian Sports Venues and Facilities".
Methods:
The present research is a methodological method that has been done in two parts: qualitative and quantitative. The statistical population in the present study included faculty members in the field of management of sports facilities and environment. In the qualitative section, 12 people (non-randomly selected by snowball method) were selected from the community. Data in the qualitative section were collected through semi-structured interviews. In the quantitative part, the Content Validity Index (Waltz & Bausell) and face validity were measured qualitatively by 15 people. The construct validity by exploratory factor analysis with 220 samples (non-random quota sampling) from the above population was measured. In addition, the criterion validity was calculated simultaneously with the "Green Resource Management Scale" in a sample of 30 people. Reliability was calculated by internal consistency method by calculating the Cronbach's coefficient and combined reliability by 30 people. Qualitative data were analyzed using content analysis and quantitative data in SPSS. 20.
  Results: From the findings of the qualitative section, the "Green Management Scale of Iranian Sports Venues and Facilities" with 43 terms was obtained. Then, in the quantitative part, by performing content and face validity, 22 items remained on the scale. The results of construct validity were obtained by exploratory factor analysis of 21 items and 6 subscales and simultaneous criterion validity was 0.78. Reliability was calculated by internal consistency method by calculating Cronbach's alpha coefficient between 0.70 to 0.87 and combined reliability between 0.83 to 0.91.
Conclusion: “Green Management Scale of Iranian Sports Venues and Facilities" with 21 items and 6 subscales is valid and reliable. It is suggested that this scale be used to measure the green management of Iranian sports venues and facilities.

---

Introduction: Organizations are constantly changing and their survival depends on these changes. One of the important problems of organizations is organizational inertia. The aim of this study was to determine the correlation of organizational laziness with organizational performance mediated by organizational Inertia in the staff of the Ministry of Sports and Youth.
Methods: The present study is descriptive-correlation. The statistical population of the present study was all employees of the Ministry of Sports and Youth, whose number was announced as 831 people. Among them, 268 conveniences were selected as a sample. Measurement instruments included demographic questionnaire, "Organizational Laziness Questionnaire", "Organizational Performance Questionnaire" and "Organizational Inertia Questionnaire". The validity of the instruments was assessed by face validity method, content validity index, content validity ratio, construct validity using confirmatory factor analysis, convergent and divergent validity. Also, the combined reliability and reliability of the internal consistency method were calculated and confirmed by calculating the Cronbach's alpha coefficient of the instruments. Data analysis using Laser 8 software, SPSS .24 and PLS. 3.2.2 were performed. 
Results: Organizational laziness is directly correlated with the organizational performance of the employees of the Ministry of Sports and Youth (Z value = 11.908; P <1.96). Organizational inertia can also strengthen the intensity of correlation by playing the role of mediator (Sobel = 8.68). 
Conclusions: Organizational laziness is directly correlated with the organizational performance of the staff of the Ministry of Sports and Youth. Organizational inertia is mediating the correlation between organizational laziness and organizational inertia. It is suggested that the managers of the Ministry of Sports and Youth increase the organizational performance of the staff by planning to reduce laziness and organizational inertia.