داریوش غلام زاده

AbstractThe purpose of this research is to identify the competencies of the members of corporate governance committees in public companies, rank the committees and create an optimal combination of competencies in them in order to implement corporate governance.The statistical population, the members of the mentioned committees and the research method are mixed. In the qualitative part, while studying the background and theoretical foundations, with judgmental sampling, twelve members of the corporate governance committees of state-owned companies and university professors were selected and interviewed, and using thematic analysis method, competencies in three dimensions, eleven components and 55 Indexes were identified.In the quantitative part, with judgmental sampling, fifteen members of the board of directors of state-owned companies implementing corporate governance were selected to complete the pairwise comparison questionnaire, and multi-criteria decision-making methods were used for analysis. The findings showed that risk, audit, service compensation, appointments and strategic committees are ranked as the most effective committees with importance coefficients of 0.976, 0.910, 0.904, 0.872 and 0.846 respectively. The most important components of competence are governance knowledge, management skills and governance skills with weights of 0.125, 0.110 and 0.099. In the end, the optimal combination of competencies in each committee was presented for the optimal implementation of corporate governance.

The purpose of this research is to design and explain the human capital excellence model in commercial banks of Iran. In terms of the nature of the data, the research is of a mixed type (qualitative and quantitative), which was used in the qualitative part of the database method and in the quantitative part of the survey method. The research participants were 11 managers and professors in the field of management and were selected in a purposeful judgment and through theoretical saturation, and in the quantitative part, there were 380 employees of commercial banks. The collection tool in the qualitative part was in the form of a semi-structured interview and in the quantitative part in the form of a questionnaire. The validity and reliability of the tools were confirmed in different ways. Data analysis was done in the qualitative part through thematic analysis technique and MAXQDA software, and in the quantitative part of the factor analysis and through the SmartPls software. Based on the analysis of interviews, 115 open codes, 23 central codes and eight selected codes include; Human resource development, character development, communication excellence, human resource planning, comprehensive support for excellence, culture, employee health and leadership process excellence were achieved. Based on the systematic approach in database theory, the codes identified in six core classes include; Causal conditions, background conditions, central category, intervening factors, strategies and consequences were placed. Finally, the indicators identified in the quantitative section were validated.

The purpose of this research is to design a human resources performance management model based on individual differences and the fit between the individual and the organization, with a personalized approach in Tehran Municipality. The current research is of a qualitative type and the purpose of the research is developmental. The community of experts is the senior managers of the 124 districts and human resources of Tehran municipality, who have conducted a semi-structured interview with twelve of them using a purposeful sampling method and in the form of a snowball until the theoretical saturation limit is reached. Twelve sub-themes, four organized themes and two overarching themes have been formed by the theme analysis method at the individual level. At the group level, thirteen sub-themes are organized in five theme categories and defined in two overarching theme categories. At the organizational level, forty-nine sub themes have emerged in eighteen themes, organized in the framework of six overarching themes. This article theorizes the phenomenon of human resource management based on individual differences and the fit of the individual with the organization. According to this theory, the management of human resource performance is different for different people in the same organization. This method seeks to attract, develop and maintain better human resources and provides high flexibility between human resources and the organization, which in general provides better performance of human resources at three levels. This theory is based on the theory of individual differences and the fit of the individual with the organization. The presented model offers better flexibility and performance than previous models.

The aim of the current research is to provide a model of the factors of leaving the service of the elites in Iran's continental plateau (Fallaat-e Gharreh) oil company. The research method is applicable in terms of purpose, qualitative in terms of implementation, and a descriptive-survey type. This research is also thematic analysis. The statistical population of this research includes 12 managers of Continental Plateau Oil Company and universities, and the purposeful sampling method was used. Also, in order to collect data,, indicators were extracted by means of content analysis of related backgrounds and the library method, and the research model was extracted through three-step coding. According to the analysis that has been carried out using thematic analysis method to determine the factors of leaving the service of the elites in Continental Plateau Oil Company of Iran, 47 indicators (items), 8 components and 3 dimensions have been identified and confirmed. The results showed that the factors of leaving the service of elites include three organizational dimensions (job nature, management, organizational culture), individual (motivation, demographic characteristics, psychological factors), and environmental (laws and regulations, environmental pressures).

The purpose of this research was to. This research is Validation of the performance management model of employees of the country's tax affairs organization with emphasis on behavioral components developmental in terms of purpose and nature, and was conducted using a mixed qualitative and quantitative method. The statistical population of the qualitative section includes people with opinions related to the Tax Affairs Organization of the country, and in the quantitative section, a sample of 360 people were selected from experts and employees of the Tax Affairs Organization of Tehran. A semi-structured in-depth interview was used in the qualitative part and a researcher's- made questionnaire was used in the quantitative part.The result of the research, which is a combination of the data obtained from the interview and literature study, is in the form of a performance management model for the employees of the country's tax affairs organization with emphasis on behavioral components three dimensions of basic requirements that included the component of individual characteristics, general competence and professional competence. which has components such as organizational values, organizational goals and strategies, and professional performance standards, and finally, the dimension of organizational growth and development, which includes the factors of guidance and supervision, performance development, training, monitoring and observation, compensation, recruitment and collective recruitment. It was presented with 101 indicators, and the results showed that this model has sufficient validity and desirability (Goodness of fit).

research is to present a model for the foundation of the process of managing the performance of the employees of the country's tax affairs organization with the approach of Islamic values. This research was conducted in terms of purpose and developmental nature using a mixed qualitative and quantitative method. The statistical population of the qualitative section includes people with opinions related to the Tax Affairs Organization of the country, and in the quantitative section, a sample of 360 people were selected from experts and employees of the Tax Affairs Organization of Tehran. A semi-structured in-depth interview was used in the qualitative part and a researcher's questionnaire was used in the quantitative part. The result of the research is a combination of interview data and literature study, and in the form of a suitable platform for updating the performance management process of employees of the country's tax affairs organization, it has three themes: Islamic and organizational values, goals and strategies of the organization, and professional performance standards. The results showed that this model has sufficient validity and desirability (good fit)..

Nursing research education is a vital component in enhancing the research competencies of clinical nurses and, consequently, improving the quality of patient care. Despite the importance of this issue, the scarcity of effective educational programs in this field is a significant challenge in the healthcare system. Therefore, the accurate development of nursing research educational programs is an undeniable necessity. In this study, to fill this gap, the research team is looking for the precise development of a combined educational program to improve the research skills of clinical nurses based on the theoretical framework of the combined learning model of talent development. By combining theoretical and practical educational approaches, this model provides the necessary background for deep and sustainable learning of research concepts and skills. The objectives of this study are: 1) Accurate development of a combined training program for clinical nurses based on the combined learning model of talent development, and 2) Description and discussion of the applications and benefits of the obtained model. The findings of this study can play a significant role in improving the quality of nursing research educational programs and consequently improving the quality of patient care.

This is a descriptive design study. The first part involved developing a talent development blended learning program for clinical nurses based on the talent development blended learning model. The second part of the study involved validating the program through a focus group.

Following the combined learning model of talent development, a combined educational program was created for clinical nurses to develop their talent. It was created based on their needs in "nursing research ability" and the theoretical framework of combined education.

This study revealed that the nominal group technique is an effective method for identifying learners' needs and priorities, and the talent development blended learning model is a valuable process model for guiding a blended educational program. Blended learning is a promising approach for talent development and improving educational outcomes. However, more experimental studies are needed to further evaluate talent development blended learning and related performances in nursing education.

Researches have shown that the training of human resources in banks based on integrated learning is considered a key factor for the success of banks. On the other hand, it is a way to improve the development of organizational effectiveness in order to elevate the future of such organizations. Considering the importance of the research topic, the purpose of this research is to investigate the effective factors of human resource training in banks. In the qualitative part, by reviewing literature and backgrounds, interviews with experts were identified based on theme analysis. In this regard, the components of the human resources training model in state banking based on integrated learning (understanding, planning and goal setting, training methods, optimal training design, training interactions, learning indicators for determining training goals, training applications, development of training models for human resources , optimization of training process, organizational agility and learning organization) were identified. The statistical population of 120 people includes managers of the banking industry. The number of samples was estimated to be 86 people. With the first and second order confirmatory factor analysis, Also, the coefficient of determination for the educational goals variable was calculated to be 0.906, which shows that 90.6% of the changes in the educational goals variable can be explained by human resource training. Finally, the results of the research showed that human resource training and integrated learning in state banks is a multifaceted and complex phenomenon, and a set of internal and external factors are effective in its emergence.

The purpose of this research was to design and explain the performance management model of the employees of the country's tax affairs organization. This present research was conducted in a qualitative (systematic review and theme analysis) and quantitative (structural equations) in terms of its purpose and developmental nature . The statistical population of the qualitative section included people with opinions related to the country's tax affairs organization, including high-ranking employees of the country's tax affairs organization with competency indicators. 12 people were selected as a sample by purposeful and snowball method and at the limit of theoretical saturation.in quantitative part ; 360 employees of the tax affairs organization of Tehran were selected as samples . in the qualitative part of tesis ;a semi-structured interview was used، in the quantitative part; a researcher-made questionnaire was used. Based on the results of a model and framework for managing the performance of employees of the country's tax affairs organization in the form of three dimensions, the basic requirements of employee management, which included the elements of individual factors, general competence and individual competence, the dimension of the background and context of the management of the organization's employees, which includes elements such as organizational values, goals and It has organizational strategies and professional performance standards, and finally, the dimension of organizational growth and development of employee management, which includes the factors of guidance and supervision, performance development, training, monitoring and observation, strengthening motivation and attraction, recruitment and adjustment, with a total of 101 components.

The current research was conducted with the aim of identifying the consequences of implementing marketing excellence in the aviation industry. The research method was mixed and conducted in the qualitative phase based on the grounded theory method. The research community in the qualitative phase consists of aviation industry experts. The tool for collecting information in the qualitative phase is in-depth interview and interview protocol. The sampling method in the qualitative stage is purposeful and the sampling continued until reaching theoretical saturation and finally 20 interviews were conducted to analyze the data in the qualitative stage of the theme analysis method including open, axial and selective coding with soft help. MAXqda software is used. The results of the qualitative phase of the research show that marketing excellence consists of value creation components, being a market driver, marketing efficiency, marketing learning, social responsibility and ethical marketing. Causal conditions affecting marketing excellence include marketing knowledge, marketing strategies, internal marketing, relational marketing, integrated marketing, and performance marketing. Interactions include marketing research, target market strategies, positioning and marketing mix, and marketing excellence outcomes including customer-based achievements and financial, social and environmental achievements. The background conditions include the organization's mission, the organization's marketing culture, the organization's structure and marketing infrastructure.

The aim of the current research is to explain the human capital excellence model in Iran's education and training. This research is of applied type, and in terms of method, descriptive-correlation. The statistical population of the research includes all staff members of the Education and Training Organization, numbering 200 people, of which 132 people were selected as a statistical sample based on Morgan's table and selected by simple random. Data were collected through a researcher-made questionnaire. The indicators and items of human capital excellence were tested using the structural equation model. Examining the fit indices of the model indicates that the structural model of the research has a good fitting condition. According to the findings of the research, the validity of all indicators and items of human capital excellence was confirmed. And the results showed that the t value of human capital excellence indicators in Iran's education and training is more than its critical value at the level of 5 percent (1.96) and therefore the validity of human capital excellence indicators and items was confirmed. Also, the results showed that in terms of the greatest effect of the subscale of the excellence of human capital in education and training, it belongs to the components of the content (knowledge-cognitive) and individual (psychological) components with the values of 0.730 and 0.710 on the excellence of human capital in education and training. is. And the lowest direct effect of human capital excellence in education is related to the metacognitive component of 0.350.

The aim of this study was to identify the effective factors and explain the relationship between the factors of the competency model of internal auditors of the Rural Cooperative Organization of Iran. This research is an applied research in terms of purpose and a survey research in terms of method. The statistical population, including internal auditors of the Rural Cooperative Organization of Iran, 186 people were selected by simple random sampling. The data collection tool was a researcher-made questionnaire, which was distributed among the statistical sample after determining its validity and reliability. Data analysis was performed using structural equations (partial least squares) and one-sample t-test. Calculation of coefficient of determination (R2) of the endogenous structures of the model was obtained more than 0.67 which showed that the endogenous structures of the model are desirable. The calculation of the Stone-Geiser criterion or Q 2 index showed that the value of the Q 2 index was positive in all cases and the fit of the appropriate model and the model had good predictive power. Also, the GOF index is 0.685, so the model has a good fit. Findings showed that the knowledge and skills of internal auditors have a positive and significant effect on the individual competencies of internal auditors. The personal knowledge, skills and competencies of internal auditors also have a positive and significant effect on the credibility of internal auditors. Individual competencies and credibility of internal auditors have a positive and significant effect on the ability of internal auditors. Therefore, it can be interpreted that the knowledge and skills of auditors, by affecting their credibility and individual competencies, ultimately lead to the ability of internal auditors of the Rural Cooperative Organization of Iran. Also, the review of the current status of the competencies of internal auditors showed that the competencies identified in the current situation are higher than the average level in the study population..

The purpose of this study is to design and explain the model of human capital excellence in commercial banks in Iran using data theory. In terms of the nature of the data, the research is qualitative in the style of data-based.The participants of the research were managers (with at least 15 years of service and at least a master's degree) and professors in the field of management (with at least 10 years of service and at least a doctorate). The sample size after theoretical saturation was 11 people and was purposefully selected. Data were collected through semi-structured interviews and data analysis using thematic technique (open coding, axial coding and selective coding) using MAXQDA software. The validity and reliability of the data were verified using various methods. Based on the analysis of the interviews, 262 codes were obtained in the open coding stage, which was reduced to 115 basic codes after removing the same codes, which were finally classified into 23 core codes and eight selected codes. Finally, citing a systematic approach to data theory, the codes identified in the six core classes include; Causal conditions, contextual conditions, central categories, intervention factors, strategies and consequences were included. Therefore, in order to succeed in the development of human capital excellence, it is necessary to pay full attention to the identified categories and related concepts and use them with full awareness.

The purpose of this study was to represent the accounting indicators in the telecommunications industry. The research method is mixed (qualitative and quantitative) in terms of nature and developmental in terms of purpose. The research method was phenomenological in the qualitative part and descriptive-survey in the quantitative part. After theoretical saturation, 9 participants in the qualitative section were purposefully selected. The statistical population in the quantitative part consisted of all employees of Tehran Infrastructure Communications Department with 1591 people, of which the statistical sample consisted of 309 people and was randomly selected. Data were collected in the qualitative part through semi-structured interviews and in the quantitative part through questionnaires. In the qualitative section, to ensure the validity of research data, two methods of review by participants and review by colleagues were used and to determine the reliability of research data, Holstie method was used. In the quantitative part, the content validity ratio was used to confirm the validity and Cronbach's alpha method was used to evaluate the reliability. Analysis of information in the qualitative part was done through content analysis technique and MAXQDA software and in a small part of structural equations and through SmartPls software. Findings showed the human resource accounting model of six components; Cost of dismissal from service; Human resource development; Cost of recruitment, selection and employment; Employee competencies; Human resource information system and performance management process and service compensation. Therefore, by using the identified indicators in infrastructure communications, human resource accounting can be improved.

Today, the world is facing constant changes in society, laws and the economy. This emphasizes the need to develop employees' work skills and their ability to adapt flexibly to changing circumstances. Paying attention to the agility of human resources, which is the main asset of the organization, can help the manager to make the right decisions in organizational crises. The concept of agility in human capital is the knowledge readiness of employees for fundamental changes in processes, structure and culture that will satisfy domestic and foreign customers. The purpose of this study is to provide a model of human capital agility in government organizations. The research was conducted with a combined approach using content analysis and structural equations. Data collection tools are semi-structured in-depth interviews and questionnaires. The statistical population in the qualitative section includes 14 managers of the organization and in the quantitative section, all employees of the agricultural jihad in the northern provinces. The sample size was 350 people. The results showed that in the qualitative stage 4 comprehensive themes; Individual characteristics, interpersonal characteristics, strategic characteristics, job-related characteristics and 9 main themes were extracted. The reliability of the factors was above 0.7. Standardized factor load coefficients, team characteristics had the highest score (0.836) compared to other themes. It has been suggested that relevant organizations, in order to increase the agility of human capital, pay more attention to team characteristics from the main themes to the comprehensive themes of interpersonal characteristics of employees.

The purpose of this study is to investigate the personality components of "extraversion" and "acceptance of new experiences" in the job fascination pattern of employees. This research is applied in terms of purpose and is exploratory in terms of mixed method. In the qualitative part of the content analysis with non-random sampling and snowball with 15 managers, experts and experts of government organizations as well as university professors, semi-structured interviews were conducted and the themes were extracted. The letter was collected and examined with a statistical population of 450 employees, including experts and organizational managers and a sample size of 205. Questionnaires were collected and analyzed using structural, exploratory, exploratory and confirmatory analysis, and structural equations of the theoretical model of employee job fascination. The presentation and impact of extraversion personality factors and the acceptance of new experiences on these components have been investigated. Findings showed that among the 17 components of the job fascination model, the feature of "extraversion" on the component of "organizational communication" with factor load (0.91) and also "acceptance of new experiences" on the components of "attractiveness of job with factor load" (0.94) and human resource development (0.856) and staff character (0.963) "has a positive effect and the most impact is related to" acceptance of new experiences on staff character "with a factor load (0.963).

Human capital is considered the main asset and capital for the educational institution, the actions of the managers are in the construction of a transformational view and it is considered as the most fundamental indicator and component in the macro analysis of education. The purpose of this research is to develop a qualitative model of human capital excellence in Iranian Education and Training. The present research is exploratory and fundamental in nature and purposeful in terms of sampling method. The data collection tool was a semi-structured interview, which reached theoretical saturation by conducting 1110 interviews. The data were analyzed using Glazier coding method and software (MAXQDA11). The findings showed that the human capital excellence model in Iran's education based on has 5 main categories and 31 sub-components, which in total constitute the effective components of the human capital excellence components of education and training. The qualitative model resulting from this research, taking into account causal factors such as the results, shows that is content goals (knowledge-cognitive), individual goals (psychological), metacognitive goals, and social goals and organizational structural goals. In the qualitative model of the excellence of human capital of Iran's education and training.

This research was conducted to identify the components of marketing excellence in the aviation industry.

The current research was conducted with a qualitative approach and in-depth interviews with managers and industry experts. The participants in the research were selected through the purposeful sampling process, and the interviews continued until theoretical saturation was reached. Finally, 20 interviews were conducted, and the theme analysis method was used for data analysis.

The results of data coding led to the identification of 14 concepts and six categories, which include value creation, being a market driver, marketing efficiency, marketing learning, ethical marketing, and social responsibility, which are placed in three categories of market-oriented, company-oriented, and community-oriented components.

The components of marketing excellence, which are placed in three categories of market-oriented, company-oriented and society-oriented components, and the examples identified for each of them in the present research can be used both in marketing planning and in measuring the marketing performance of companies and a basis for comparing the performance of companies in the field be marketing.

The purpose of this study is to present a model of Employee Engagement based on the Five-factor personality model. Methodologically, this research regarding to purpose is applied research and regarding to implementation method, it is a qualitative research method Thematic analysis. Through purposeful judgmental sampling, 20 interviews with organizational experts were conducted. According to the interview coding process and the use of Max-QDA software, the employee Engagement model with 17 dimensions and 51 components was finalized and presented. These 17 dimensions are: managers' roles, meritocracy, job attractiveness, performance management, strategies, staff honors, human resource development, structure and organization, organizational communication, positive organizational image, staff expertise, Employee character, Learning organization, participation system, individuals organizational knowledge, service compensation system and employee vitality, The highest priority is related to meritocracy and human resource development. Findings show that the five personality factors have a positive and direct effect on the dimensions of "organizational communication, employee vitality, employee character, human resource development and job attractiveness".

Universities and scientific centers are known as one of the most important and influential and future-building sectors due to the cultivation of human resources, which is the largest and most important strategic capital of any organization that can bring many benefits to the organization at the world level. Therefore, it is natural to place a burden for the occurrence of corruption, but until now, due to various reasons such as complexity, specialization and technical as well as its non-ubiquity at the society level, the identification of corruption bottlenecks in the university complex from the point of view of criminal lawyers and criminologists is to a large extent The purpose of this research is to design a causal model of the occurrence of administrative corruption in scientific and academic centers as a theory underlying anti-corruption policies in scientific and academic centers. Administrative corruption in the scientific and academic centers of Tehran was obtained by examining the applied scientific universities of Tehran, the effective factors (individual and organizational) in the occurrence of administrative corruption in the scientific and academic centers of Tehran were identified and the impact of each factor on the tendency of employees to corruption They were checked administratively The results obtained from the research show that at the individual level, internal factors include "non-adherence to religion", "non-adherence to ethics and risk-taking" and "external individual factors (depending on the conditions) including material need" and "feeling of injustice". "Improper socialization and the level of communication with clients" play a role in the tendency to corruption, and at the organizational level, preventive factors include information and anti-corruption culture, "suitability of supervisory mechanisms and dealing with corruption, transparency and accountability." Factors that increase effectiveness include "unstable income", "use of information technology", "quality of decisions", "quality and manner of implementation of laws and regulations" and meritocracy play a role in the occurrence of corruption in scientific and academic centers.

Background and

The key position and new roles of human resources management in order to achieve the country's organizational goals have not properly identified and this has caused many problems in organizations and companies. Therefore, the purpose of this research is to investigate the roles of human resources management in realizing the organization's goals from the perspective of senior managers of Iranian companies.Research

This applied research conducted by thematic analysis method. The studied community included nine experts familiar with the subject who selected purposefully. In this research, semi-structured interviews of experts used to collect data, and MAXQDA software used to analyze the obtained qualitative data.

The findings of this study identified five overarching themes, which include improving the organization, improving the leadership style of senior managers, improving the leadership style of line managers, creating an active role in employees, and identifying the restructuring of the human resources unit.

Every organization can take an effective path in achieving its goals by knowing the roles of human resource management and implementing these roles. In Iranian companies, changes and transformations should implement in line with the roles of human resource management.

The purpose of this study is to provide a structural interpretive model of human resource agility in government organizations. This research was applied in terms of purpose and was conducted with a combined approach. Data collection tools were semi-structured in-depth interviews and the statistical population included senior managers of government agencies, 14 of whom were selected by purposive sampling (to achieve theoretical saturation). The model was validated based on the results of the interview, using interpretive structural modeling, design, and its validity and reliability. The results led to the development of 5 levels of manpower agility. The first level - the most important level - related to the organizational performance variable, the second level was allocated to productivity and the third to perceptual skills, planning and contemplation. Communication, team and job skills were ranked at the fourth level and personality variables at the fifth level. This model can be an effective help in creating the necessary infrastructure to improve the level of human resource agility in organizations.

One of the best management strategies, which allows the organization to respond effectively and continuously to opportunities and environmental threats, is human resource agility; therefore, the purpose of this study is to design a model of human resource agility in the Iran’s Ministry of Agricultural.

This research is developmental in terms of purpose, and qualitative in terms of approach. The experts of this research are 14 managers active in the field of human resources of Ministry of Agricultural who were selected through purposive sampling and theoretical saturation rule. Data were collected using in-depth semi-structured interviews, the validity of the interview questions was confirmed using the views of university professors and its reliability was confirmed by a review of research participants and experts and university professors. Method of data analysis was thematic analysis and performed using three-stage coding of qualitative data at open, axial and selective levels. Model validation by Delphi method and expert opinion were also used.

The research findings indicate the identification of four inclusive themes(and not the main themes). Inclusive themes include "individual traits, interpersonal traits, strategic traits and job-related traits" each of which includes several main themes. "Individual traits" include "personality, performance and productive skills", "interpersonal traits" include "group and communication skills", "strategic traits" includes "planning, and contemplation skills" and "job-related traits" including "job traits" and “perceptual skills”.

The results showed that personality, communication skills and job skills are the most important themes of human resource agility in Ministry of Agricultural. The model of this research, in addition to the richness of human resource agility literature, can help Agriculture managers to plan improving human resource agility and achieving organizational productivity and employees to know more about their abilities and purposeful guidance in self-improvement.

The competence of managers, especially at senior levels, is the basis for the success of companies and the development of the country. Corporate governance as a set of principles, requirements and processes for monitoring and governing the company has been notified to the governmental companies by the relevant authorities and its executors are senior managers (members of the board of directors); Therefore, designing the competency model of senior managers according to their role in the optimal implementation of corporate governance is the goal of this research.

This research is developmental in terms of purpose and mixed (qualitative-quantitative) in terms of data type and method of analysis. In the qualitative section, by studying the background and theoretical foundations, the dimensions of competence and the components of corporate governance were identified. Eleven members of the board of directors of governmental companies in various fields of production, services and investment, and selected academic experts were interviewed, and by content analysis method, the themes were identified at three levels: basic, organizer, and comprehensive. In the quantitative part, structural-interpretive modeling, leveling and determining the relationships of the components and dimensions of the model were performed.

The findings of the qualitative section were obtained by combining theoretical studies and content analysis of interviews, 55 basic themes (index), eleven organizer themes (component) and three comprehensive themes (dimension). The dimensions of the model include knowledge, skills and character. 

Based on the results of quantitative analysis of the research, the main components of the competency model are classified into four levels. Dimensions of character (including moral virtues, personal characteristics and values) are the most effective role models and guider of other components. All the main components have two-way influence on each other. The output of the study led to the design of a competency model for senior managers of governmental companies with a corporate governance approach.