The aim of the present study was designing the organizational creativity based on job characteristics and job involvement among physical education employees of Technology University. The statistical population of the present study consisted of all employees, experts, and physical education units’ managers. The statistical samples were 389 people reduced to 338 employees after eliminating the incomplete and useless questionnaires. The research method of the present study was descriptive-correlative. Three questionnaires of job characteristics, job involvement, and organizational creativity were used to evaluate the research variables which were distributed and gathered among research samples after translation and comparison with research samples via face validity (views of 12 sport management experts) and construct validity. The research results were analyzed by Partial Least Square (PLS) and showed that the best predictor of job involvement among physical education units’ employees of Technology University was problem solving (ES= 0.41). However, the job characteristics of autonomy (0.26) and job feedback (.024) had more effects on employees’ creativity. Other results showed that managers reported lower scores of job characteristics and creativity than sport employees. According to research findings, in order to achieve creativity in the workplace within physical education units of Technology University, the managers should stimulate the autonomy and feedback characteristics. Of course, it should not be neglected that this mechanism would be facilitated by creating the problem solving in job.

中文翻译：

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根据工作特征和技术大学体育单位员工之间的工作参与度设计组织创造力

本研究的目的是根据技术大学体育员工的工作特征和工作参与度设计组织创造力。本研究的统计人群包括所有员工，专家和体育部门的经理。消除不完整和无用的问卷后，统计样本为389人，减少为338名员工。本研究的研究方法是描述性的。使用三个工作特征，工作参与度和组织创造力的问卷来评估研究变量，这些变量在翻译后通过脸部效度（与12名体育管理专家的观点）和研究效度在研究样本之间进行分配和收集，并构建效度。通过偏最小二乘（PLS）对研究结果进行了分析，结果表明，技术大学体育部门员工中工作参与的最佳预测指标是解决问题的能力（ES = 0.41）。但是，自主性（0.26）和工作反馈（.024）的工作特征对员工的创造力影响更大。其他结果表明，管理者报告的工作特征和创造力得分低于体育工作者。根据研究结果，为了在理工大学体育部门内的工作场所实现创造力，管理人员应激发自主性和反馈特征。当然，不应忽视通过创造工作中解决问题的方式来促进这种机制。